The Problem:

Our Formula 1 racing client faced a problem familiar to many organisations: talented people were under too much pressure and working in ways that were counter-productive. Managers saw themselves as “fixers” rather than leaders. They were carrying too much of the burden themselves, instead of showing their teams how to solve their own problems. The pace of work often meant that too much was left till the last minute so too many issues were left unresolved. People felt disconnected, believing that the only way to succeed was to “work even harder” and push through the “chaos.”

The Solution:

We worked with our client to introduce Sustainable Operational Excellence (SOE®) – a structured approach to building new habits that link everyday routines to long-term success.

Over 14 weeks, they received real-time feedback and one-to-one coaching to change panic into calm progress. Instead of just telling people what to do, leaders learned to listen more carefully, ask the right questions and encourage their people to find the right answers.

Coaches from Unleash & Engage worked alongside them, giving feedback, asking questions and supporting them – emphasising that operational excellence is about people as much as process.

The Results:

In just 14 weeks, our client created lasting behavioural change. Leaders grew in confidence, adopted better habits and inspired their teams to become more engaged. Recurring problems were openly discussed and properly solved by people who cared about finding win-win solutions.

• Conversations were more honest:

“I feel more able to speak up.” 

• Leaders stopped carrying the burden alone:

“I now show rather than tell.” 

• Confidence increased:

“I don’t feel inadequate in my role anymore – I know I belong here.” 

• Trust increased:

“We wouldn’t be where we are without these conversations. I now trust my team and they trust me.” 

• People were more engaged:

“I’ve seen my team develop into Leaders themselves.” 

The ripple effect spread across teams as people re-evaluated how theyworked, came up with new I deas and worked on those ideas together. One leader summed it up:

“We now know what a productive, high-achieving team looks like.”  

And the impact? More trust, more connection, and happier more efficient teams led by people who coach rather than “fix”