Frequently Asked Questions
General Questions
For information about how we secure the privacy of your personal information, please read our Privacy Policy.
Yes and no. We think LLM's are really good tools for repetitive, programmable tasks, or assimilating information sourced from across the internet. However, there are many risks associated with LLM's, and when it comes to your development, we don't think these risks are worth taking. Some of the known pitfalls with LLM's include:
- Hallucinations and misinformation | It is widely reported that LLM's can generate incorrect, nonsensical, or fabricated information.
- Data privacy and security | There is little protection of your sensitive information, as your inputs are often used to train the models.
- Bias and discrimination | LLM's have been known to inherit biases from their training data (i.e. user input), raising legal and ethical concerns.
Leadership Training
We teach at the intersection where academic research into cognitive neuroscience and applied psychology meets its application to leadership effectiveness. As such, the curricula covered in our training are focused on the skills most needed for modern-day leaders. You can read more about the modules and content covered in our program on our Leadership Training page.
No, all public-facing products are delivered virtually by our facilitators, who are experts at creating transformative learning spaces in this format.
The pathway to become a Certified Professional Foresight Leader (CPFL) takes 12 months. Once enrolled on the pathway, you will navigate a rich series of classes, self-assessments and reflections, working with consciousness and intention towards receiving this sought-after designation.
No, we do not enforce any prerequisites for our pathway, as it is designed to quickly set a level playing field amongst learners, before slowly building in its complexity and depth. Our only request is that you enter this program fully committed to your growth, dedicated to contributing to your fellow learners, and eager to create change for yourself and others.
Yes, in order to successfully attend our training, we request that you ensure you are always in an environment which is conducive to your learning. Ideally, you will join your virtual classes from a quiet, comfortable and distraction-free space. We request that your camera always be turned on in order to create the same sense of community you might get in person. Additionally, we ask that you arrive on time and plan your day around our training accordingly (i.e. allow yourself to be free of other commitments whilst we are together).
Yes, we understand that some of our learners may have additional accommodations, and we therefore encourage you to Contact Us so we can decide how best to ensure your success.
Yes, our training classes are recorded, so you will be able to catch up if you miss them. It is strongly recommended that you read our Terms & Conditions page for more information about what to do in the event of planned and unplanned absences.
Yes, our learning pathway has been designed to maximise your opportunity to grow your leadership effectiveness and capacity. As you progress through the pathway, each class will build on the one before, and grow in complexity. For this reason, we do not allow students to dip in and out of the program.
At the end of your training, you will be awarded a certificate of attendance or completion, depending on whether you satisfactorily meet the graduation requirements. On receiving this certificate, we will also provide you with instructions regarding how best to share your newly acquired skills with the world, like sharing on your preferred social media platform.
To satisfactorily meet the graduation requirements for our program, learners must:
Yes, we offer a 100% money-back guarantee to any learner who attends the first virtual class and, as a result of not being completely satisfied with their experience, chooses not to continue in the program. Please read our Terms & Conditions for more information about this guarantee.
Yes, to make our training as accessible as possible, we offer two payment plan options. Specifically, students can spread the cost of their training over 6 or 12 months, making consecutive monthly payments. If choosing either of these options, payment will be processed using the credit card/debit card details you provide at the point of purchase.
No, we do not allow students to dip in and out of different program cohorts or pathways.
We'd be sorry to see you go, and ask that you follow the instructions on our Terms & Conditions page to cancel your registration.
Yes and no. Whilst we are thrilled that you might like to share what you have learned with others, we want to be clear that any materials made available to you during your learning are for your continued professional development only. We would be delighted if you felt compelled to point others towards our learning spaces, but we would request that you do not represent, re-use or reproduce any of our copyrighted intellectual property.
Coaching Services
Coaching is a future-focused, thought-provoking partnership designed to foster self-awareness and establish accountability around goal setting and goal attainment. Coaching is not:
- psychiatry (i.e. clinically treating mental illness),
- psychotherapy (i.e. resolving persistent, disabling mental states),
- counselling (i.e. non-goal-oriented talk therapy),
- mentoring (i.e. advising an individual through experience),
- consulting (i.e. recommending through technical expertise), or
- training (i.e. conveying knowledge through set curricula).
Professional coaches can support with a variety of topics. We specialise in leadership and team effectiveness coaching, meaning that we work with individuals and teams on how to grow their leadership capacity at work to drive results. Some of the topics we might cover with you include:
- increasing self-confidence,
- enhancing communication skills,
- improving problem-solving,
- clarifying goals and objectives,
- developing team cultures, and
- creating accountability.
A professional coaching relationship differs from other helping professions in several ways. When compared to mentoring, the role of a coach is not to give advice or make recommendations based on their previous experience. In fact, in many instances, it is an advantage for a coach not to have any direct experience in the area the individual wants to work on, as curiosity is hindered by assumed contextual knowledge. Similarly, when compared to therapy, the line is drawn based on the nature of the conversation. In the case of coaching, the conversation is future-focused and goal-oriented, and it is not intended to treat mental illnesses or resolve disabling mental states. Coaching might include, however, discussions about the importance of maintaining mental health and individual well-being as strategies that support leadership effectiveness and performance.
All individual coaching is delivered virtually.
You will meet with your coach on a regular cadence to be determined before your engagement begins. Typically, coaching sessions last 1 hour, and research into coaching efficacy recommends an average of 6 coaching sessions per topic. So, depending on the cadence of your sessions, and how many topics you wish to cover, you should anticipate your coaching engagement to last between 2 and 6 months.
There are no eligibility criteria or prerequisites to begin a coaching engagement. However, it is typical that individuals hold a position of leadership within their context, that they are seeking to learn how to be more effective as a leader, and that they are fully committed to doing the work required to grow their leadership capacity. Importantly, we do not mandate that you must be a people leader, as we recognise that the skills of leadership are as necessary in non-people management roles as they are in roles with responsibility for others.
If you're meeting your coach for the first time, the conversation will focus on exploring the topics you'd like to cover throughout the engagement. This might also include completing various assessments to establish benchmarks.
Then, as you meet with your coach ongoingly, your coach will take an opportunity at the beginning of each session to reflect on your development since your last meeting, and then, you will use the bulk of the time to explore a topic of your choice. This exploration might include the use of frameworks and further assessments, which are utilised to increase your self-awareness and to measure your progress. Finally, at the end of a typical session, you will design and create accountability around a specific assignment that is intended to help you develop in your chosen area. This assignment will be the topic of reflection at the start of your next meeting.
Yes, all virtual coaching sessions are recorded for the explicit purpose of the continued professional development of our coaches. These recordings can also be made available to individuals should you wish to use them for your own reflection.
After an initial call with one of our coaches, you will be given instructions on how to book your sessions ongoingly.
This is normal, and it is common for individuals to need an experience of coaching before they know whether they want to proceed with a longer engagement. For this reason, your initial Discovery Call will include a taster of what being coached is like.
It is the unique and extensive blend of qualifications and experience that makes our coaches experts at supporting individuals and teams. Specifically, our coaches are held to the standard you would expect from a company whose products and services are grounded in academic rigour and scientific study. In particular, our Founder holds multiple advanced degrees, several certifications from leading coaching schools, and enjoyed a 15-year strategic leadership career before turning his attention to the learning and development space.
Yes, we operate under the highest ethical standards of coaching practice, which means that whatever you discuss with your coach is not shared beyond your sessions, even if your employer is sponsoring you.
Should the need arise to reschedule or cancel a coaching session altogether, we ask that you notify your coach with as much notice as possible, and then, in the case of rescheduling, use our calendaring system to identify an alternative date. In either case, we encourage you to read our Terms & Conditions page for more details about your responsibilities.
We understand that there might be times when bringing a coaching engagement to a close early is the right choice. Should you wish to end before the initially agreed time, we ask that you follow the instructions on our Terms & Conditions page.
Depending on your coach's availability, you will be able to book additional sessions using our calendaring system that extend beyond your initial engagement period. For individuals seeking a longer-term coaching relationship, preferential rates will be made available.
Yes, we work with teams of all sizes and in lots of different contexts via our Team Development solutions (see below). In fact, our coaches are trained in team and systems coaching approaches. Check out our Team Development page for more information about our team coaching services.
We will utilise formal frameworks and the results from self-assessments to set benchmarks from which we will measure progress over time.
Team Development
At Foresight, Team Development is what we call our team coaching product (also referred to as system coaching). Systems coaching is an advanced form of a professional coaching relationship, most commonly deployed to nurture improved dynamics and address performance shortcomings amongst intact work-based teams.
Systems coaching has been identified as having several benefits for organisations, including:
- increasing performance and productivity,
- enhancing communication and collaboration skills,
- improving employee engagement and satisfaction,
- resolving conflict and misalignment,
- developing cultures of trust and psychological safety, and
- fostering innovation and creativity.
Systems coaching differs from individual coaching in that systems coaching works with intact work-based teams, rather than with a specific individual. The focus of systems coaching is to increase the relationship intelligence of a team, which has been established as a precursor for greater cohesion, productivity, satisfaction and performance.
Systems coaching is delivered through a combination of virtual and in-person meetings, the mixture of which is mutually decided upon before the engagement begins.
The length of your systems coaching engagement will depend on the development needs of the team and the capacity that exists within the team's schedule. Typically, each session lasts 60 to 90 minutes (but can extend to half-day and full-day periods as necessary). Depending on the cadence of your sessions and how many development topics the team wishes to address, you could anticipate your engagement to last between 1 and 12 months.
When you meet with your systems coach for the first time, the conversation will focus on exploring the current dynamics of the team and the topics you'd like them to address. You'll discuss the use and merits of assessments to establish benchmarks for measurement, determine the team's capacity to engage in the process, and co-create a plan to move your team(s) towards your ideal outcome.
When the coaching begins, your team should expect to meet with one of our coaches on the cadence you've agreed upon, and you should expect your coach to utilise a myriad of tools, exercises and techniques to develop the team's dynamics towards a higher-performing state.
If delivered virtually, yes, all coaching sessions are recorded for the explicit purpose of the continued professional development of our coaches. These recordings can also be made available to you and your team.
This is normal, and you will explore this during your initial call, during which we will address any questions you might have in the interest of helping you make the most informed decision.
It is the unique and extensive blend of qualifications and experience that makes our coaches experts at supporting teams. Specifically, our coaches are held to the standard you would expect from a company whose products and services are grounded in academic rigour and scientific study. In particular, our Founder holds multiple advanced degrees, several certifications from leading coaching schools, and enjoyed a 15-year strategic leadership career before turning his attention to the learning and development space.
Yes. Not only do we operate under the highest ethical standards of coaching practice, but during your team's first coaching session, your coach will facilitate the co-creation of a team charter (i.e. the behaviours expected of all involved). Many teams align on keeping their experience confidential from other parts of their organisations. Either way, whatever your team decides, your coach will never share any content from the coaching outside of your sessions.
Should the need arise to reschedule or cancel a systems coaching session altogether, we ask that you notify your coach with as much notice as possible, and then, in the case of rescheduling, work with your coach to identify an alternative date. In either case, we encourage you to read our Terms & Conditions page for more details about your responsibilities.
We understand that there might be times when bringing a systems coaching engagement to a close early is the right choice. Should you wish to end before the initially agreed time, we ask that you follow the instructions on our Terms & Conditions page.
We will utilise formal frameworks and assessments to set benchmarks from which we will measure progress over time.
Consulting Services
Consulting is a solutions-focused, advisory relationship designed to unearth recommendations that address an organisation's specific problems. It is often utilised when in-house expertise does not exist, especially when examining big picture issues and strategic goals. Consulting is not:
- mentoring (i.e. advising an individual through experience),
- coaching (i.e. goal-oriented thought partnership), or
- training (i.e. conveying knowledge through set curricula).
Depending on their professional background, consultants can help organisations in several areas. We specialise in leadership and team effectiveness consulting, meaning that we work with teams on how to become more aligned, strategic and commercial, in the interest of achieving business results. Some of the topics we might cover with you include:
- increasing awareness of organisational dynamics and interconnectness,
- identifying patterns of communication and behaviours that are hindering results,
- improving problem-solving, decision-making and collaboration skills,
- clarifying total company strategic goals and objectives,
- developing high-performing and productive organisational cultures, and
- creating alignment, accountability and trust at all levels.
Consulting differs from coaching and mentoring in one key area: the role of a consultant is to provide specialised advice and recommendations, based on their previous experience, about strategic matters that impact the whole organisation. Whilst both consulting and coaching conversations are future-focused, critically, consulting seeks to create change at the organisational level, and when compared to mentoring, consulting is often focused on specific business problems rather than providing long-term guidance to a specific individual.
Consulting is delivered through a combination of virtual and in-person meetings, the mixture of which is mutually decided upon between our consultant and your organisation.
The length of your consulting engagement will depend on the development needs of your leadership team and the capacity that exists within the team's schedule. Typically, meetings last 30 minutes to 2 hours (but can extend to half-day and full-day working meetings as necessary). Depending on the cadence of your meetings and the level of development needs, you could anticipate your engagement to last between 1 and 12 months. Otherwise, consulting typically lasts for the duration of the project.
During a typical engagement, your consultant will take the opportunity to meet with key stakeholders and undertake an assessment of the current situation, which will inform their recommended approach. Working with your organisation, they will create benchmarks where possible to measure the current state of the business, and design a tracking document to monitor both the impact of the consulting and changes to business performance. You should expect our consultant to partner with your senior team(s) diligently, with a focus on supporting them in developing the necessary skills to execute with excellence.
This is normal, and you will explore this during your initial call, during which we will address any questions you might have in the interest of helping you make the most informed decision.
Our consultants have experience working across several different industries and business types, including FSTE 100 organisations and privately-held SME's. In particular, our Founder has 15 years of cross-sector experience spanning global sales, marketing, finance, partnerships, strategy and business development; he has defined his career by building scalable systems, developing high-performing teams, and enabling long-term growth through commercial transformation, partner program innovation, and coaching-based capability building.
Yes, we operate under the highest ethical standards of professional practice. So, before any engagement begins, we would expect to sign a non-disclosure agreement with you outlining what (if anything) can be shared publicly, and design up-front the degree to which information should be circulated internally.
We understand that there might be times when bringing a consulting engagement to a close early is the right choice. Should you wish to end before the initially agreed time, we ask that you follow the instructions on our Terms & Conditions page.
We will utilise formal frameworks and assessments to set benchmarks from which we will measure progress over time.
Leadership Toolkit
Our Leadership Toolkit contains evidence-based assets that have been proven to support leadership effectiveness. As a result of implementing the Toolkit amongst your leaders, you can expect to see a marked improvement in the following areas:
- improved performance and productivity,
- enhanced employee development and engagement,
- stronger relationships and trust,
- effective conflict resolution and issue management, and
- organisational capability building.
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