Support package one

A hybrid model combining strategic counsel, inquiry-led problem solving, and leadership and cultural development across organisations.

How organisations benefit

This model is high trust, high impact, low bureaucracy and plays directly to how Jonny naturally works. This has very high resonance for trusts, schools and other organisations, seeking to change culture, developing new strategic plans, thinking deeply about inclusion, struggling with staff turnover, looking to develop leadership or embarking on any significant change.

What Jonny brings to this

• He is not a “traditional consultant”—he’s a trusted system leader with credibility grounded in lived leadership experience, track record and strong values, not management jargon.
• He is as a reflective provocateur: someone who challenges culture, accountability, and leadership norms through honesty and evidence. He is a leading national voice on high-quality inclusive education and education policy reform.
• Organisations seek him out for judgement, wisdom and calibration.
• His strengths lie in conversational expertise, relational practice, and helping leaders see blind spots and alternative paths and giving them the confidence to be courageous.

What he can do

1. Strategic thought partnership with the CEO and executive team

· Regular confidential sessions: checking organisational temperature, decision-making, culture dilemmas.

· High-value calibration: “Is this the right hill?”, “What’s the real problem beneath this problem?”

2. Leadership & culture diagnosis 

• Jonny rejects an audit-led approach; he uses a light-touch, utilising interviews and safe-space sessions to surface themes.

• Draws on his human capacity lens and his critique of performativity.

3. Leadership development residencies

· Annual or termly “Leadership Conversations Days” with middle and senior leaders.

· Explores accountability, inclusion, ethical leadership, trust, culture, and practical courage.

4. Crisis/Inflection-point counsel

· Helps Trusts to navigate restructuring, harmful accountability pressures, or major leadership transitions.

5. Systems storytelling

· Keynotes, fireside chats, panel leadership—anchored in narrative, humility, learning, and culture.