Learn to build a complete employee experience.
The Academy exists because the methodology only works when the whole organization can speak it. Six tracks, eight moment modules, one shared language.
Six tracks, mapped to roles.
- All audiences4 hours
Foundations
The Circle logic, the eight moments, the six lenses and the five drivers. The shared language every later module depends on.
- HR professionals6 hours
Measurement & diagnostics
Designing a Circle Scan, reading the Heatmap, separating data from interpretation, and defending a finding in a leadership meeting.
- HR & service design8 hours
Experience design
Designing a moment: promise, standard, blueprint, handovers and the metric that proves it works.
- People managers3 hours
Manager practice
The moments managers actually own, the conversations they carry and the behaviours that decide whether a colleague grows or leaves.
- Executives90 minutes
Executive briefing
Why the Circle Score belongs on the board agenda, and what decisions it should change.
- Programme leads6 hours
Change leadership
Sequencing interventions, ownership models, governance and keeping momentum after the first quarter.
One module per moment.
Each module follows the same structure: definition, what the organization needs, what the employee needs, common friction, design standards, KPIs and interventions.
- Module 01
Attract
Everything a potential employee sees, hears and feels about the organization before any formal contact takes place.
You will be able to
Rewrite the employee value proposition from real employee language
- Module 02
Join
The decision phase: selection, offer, contract and everything between signature and first working day.
You will be able to
Design a structured pre-boarding rhythm
- Module 03
Belong
Onboarding, introduction and social integration — the period in which the employee decides whether this is their place.
You will be able to
Make day one a designed experience with a named owner
- Module 04
Perform
The everyday conditions that determine whether people can do good work: clarity, tools, feedback and support.
You will be able to
Reduce approval steps in the top five workflows
- Module 05
Grow
Learning, capability building and visible progression — inside the role and beyond it.
You will be able to
Publish transparent progression criteria per role family
- Module 06
Thrive
Workload, wellbeing, recovery and the sense of being seen as a person rather than a resource.
You will be able to
Make workload a standing leadership agenda item
- Module 07
Move
Internal mobility, career transitions and the way the organization handles movement — including departure.
You will be able to
Make internal candidates a first-class process
- Module 08
Connect
Offboarding, alumni relationships and advocacy. Connect closes the circle and feeds directly back into Attract.
You will be able to
Route exit themes into the Circle Gap analysis every quarter
Self-paced, cohort, or in-house.
Every format uses the same materials, so a manager and an executive are always working from the same definitions.
Self-paced
Video, reading, worked examples and a knowledge check per module.
Live cohort
Six weeks, small groups, applied to your own organization's data.
In-house programme
Delivered inside your organization, using your own Circle Scan results.
Consultant licence
Deliver the methodology to your own clients under licence.
You are assessed on application, not recall.
- Diagnose a Circle Profile and defend your reading of it.
- Design one moment end to end, including owner, standard and metric.
- Present a sequenced action plan with impact and effort reasoning.
- Separate data, interpretation, assumption and recommendation in writing.