Restructures, mergers, a new boss, and AI that half of them think is coming for their job. No one can tell you what happens next.
No pitch, no prep. You’ll leave knowing whether it’s a fit.
Underneath, three things happen to almost every team in the middle of a change. None of them show up in the town hall.
They stop speaking up, stop pushing back, and start waiting to be told. It looks like calm. It is disengagement.
Nobody knows what the structure means for them yet, so energy goes into worrying about it instead of into the work.
When people don’t believe they can influence what’s happening, they stop trying to. Capable people become passengers.
And this time there is AI on top of it. People are being asked to use tools nobody has trained them on, while working out for themselves whether those same tools make them unnecessary. Almost none of them will say that part out loud at work, which is exactly why it does not show up anywhere you are looking.
For a 200-person function on a £12m wage bill, that is roughly £480,000 a year.
McKinsey put nearly a third of the workforce in one segment: below-average commitment, doing what needs to be done and no more. They call them the mildly disengaged. You will have heard it called quiet quitting. We call them Endurers, because it says what they are doing rather than what they have stopped.
They are still delivering, so it never gets caught. Nowhere near a performance conversation. Add the 11% who are actively disengaged and the 1 in 10 already leaving, and it is more than half the workforce. McKinsey put the bill at around 4% of payroll, in output that never arrives and in replacing the people who go.
McKinsey, The hidden costs of quiet quitting, quantified, and Some employees are destroying value, others are building it, both 2023.
“It’s not worth opening up that box, because my thing will never change.”
“I used to fight a lot more than I do now.”
“They’ll do what they were always going to do anyway.”
None of those three is a performance problem. Each one is a belief that went missing, and there are only two of them: that what I do makes a difference, and that this gets better. On a survey they look identical. In a room they need opposite conversations.
For high-performing teams who are “fine”. Nine areas of life and work, three pillars, one number, and the two-minute habit that showed career and finances rising when people loosened their grip.
For teams where the org chart moved but the people didn’t. A map of the four responses to any situation, Prisoner, Endurer, Escaper and Owner, and a way back to the one that works.
The whole method, told as a talk. Radical self-responsibility is the pillar it lands on: taking ownership of the outcome you want rather than waiting for it to be handed to you. Works for a room of eight or eight hundred, and it’s usually how a team meets the rest of the work.
Not sure? Most teams start with whichever names their problem.
How change actually happens in a team, from the bottom up.
Almost every team stalls on the bottom two layers. They can’t see the pattern, or they don’t believe it can change. WeMeBe® works on the first. Agency and optimism works on the second. The keynote walks the whole thing.
“Fine is the most dangerous word in the English language.” A talk that makes a room of high performers go quiet, then reach for a pen.
Any size. The framework, the story, the data, and the two-minute habit. Ideal for kick-offs, town halls and wellbeing weeks.
Up to ~25 people. Interactive, applied to real situations, ends with one move per person. Optional pre-session Snapshot.
Keynote, both workshops, and the free 30-day Challenge running between them on your team’s own data. About eight weeks.
Something more bespoke? For a manager and their direct reports, four to eight people, built around the change they are actually in. Ask about it on the Power 15.
Fine is the most dangerous word in your engagement survey.
Your best people aren’t failing. They’re busy but bored, delivering and dimming. Fine is survivable, and that’s the problem. There’s never quite enough pain to force a change, so the drift goes unnoticed until it shows up as the resignation you didn’t see coming. This workshop replaces “work-life balance” with three pillars and nine areas, and starts a two-minute weekly habit in the room.
Accurate doesn’t equal agency.
This workshop works on the two beliefs that decide whether people own a change or endure it: agency (can I influence this?) and optimism (will it get better?). When either is low, people get stuck. Participants map themselves honestly, pick one live situation, and leave with one ownership move for the week.
Nobody chose this. You still get to choose how you’re in it.
Change lands on everyone, and almost none of it is anybody’s decision. What separates the people who come through it well is radical self-responsibility: taking ownership of the outcome they want instead of waiting for it to arrive. This is the whole method as a talk, so it works for a kick-off, a town hall or a conference, and it’s usually how a team meets the rest of the work.
A day in a room changes how people feel for about a week. What we do is built differently. Accessible to everyone in the room, whatever their level. Lasting, because of what happens after. Tailored, because we walk in with your team’s own data rather than a script.
The fortune is in the follow-through. This is a training line, not a team-building one.
Nine areas, three pillars, one number. Two minutes, private, and theirs to keep.
Free for every participant
Five check-ins after the session, two minutes each, then a personal report. The spaced repetition that makes it stick.
Free for every participant
The Fulfilment Habit, out December 2026. First two parts free for every participant; full copies can be bundled for every seat.
Free for every participantOne team’s engagement score, six months into a restructure. Nothing above them changed. The uncertainty in December was exactly what it had been in June.
What changed is that they stopped waiting to be told, and got specific about the handful of things still in their hands.
The more they checked in, the more it moved. Same people, measured against themselves.
11 of the 37 finished lower than they started. That is in the book too. A number you can trust beats a number that flatters. See the full case study →
“Chloe’s passion for helping create change shines through, and she delivers in such a relatable way that creates a great connection with people. It’s thought-provoking, very accessible and interactive, which makes it really actionable. We really enjoy working with her!”
“When taking over my new team, one of the things on their mind was how do I be at my best, the best version of myself. If you’re looking for an individual to help unpack your own journey or your team’s, I would highly recommend Chloe. You’ll certainly have no regrets.”
“My team recently completed a high-performing team offsite and it was fantastic. Chloe took the time to get to know us in advance to be able to deliver the most impactful session possible that drew people in and engaged. We are continuing to use the lessons learned in our annual personal development plans.”
“What Chloe has helped us achieve can’t be underestimated. This couldn’t have been achieved by anyone internally. We can already see a change in our business for the better and colleagues are referring to the sessions regularly.”
“I can highly recommend. With easy steps, without an overwhelming amount of information in a busy work environment where you feel perhaps you don’t have the time, Chloe made it very accessible and simple to understand specific areas that you can focus on.”
“I no longer stay awake all night reliving the whole day. I have more energy and more time, because I know what to focus on and what’s important. All of this has resulted in me being promoted, and I’ve been asked to join the board.”
LouiseChief Customer OfficerPick a slot below. Tell me what’s changing, who’s in the team and where they honestly are. I’ll tell you which session fits, what to put around it, and whether it’s the right one for them. If it isn’t, I’ll say so.
Or email chloe@thefulfilmenthabit.com · Download the guide ↓