FOR ONGOING TEAM DEVELOPMENT
You don't need a transformation. You need a tune-up.
Team Tune Up is a short, diagnostic-led session for established teams that are working but not flying. We run a light check across trust, clarity, coordination, and learning. We review a heatmap of where the friction is. We pick the two changes with the biggest payoff and make sure they happen. You leave with a concise priorities report and two behaviour shifts people will notice within a fortnight.
Download the session outline
A 30-minute call, no slides, no pitch. We'll talk through what's going on and whether Team Tune Up fits.
Does any of this sound familiar?
If the team is doing fine and you suspect it could be doing better, one or two of these probably resonate.
Nothing's broken, but nothing's electric either.
The team delivers. Meetings are fine. The work gets out. You just can't remember the last time anyone left a session energised by it, and you're wondering whether that's the deal now or whether it's fixable.
Feedback from the team is polite and vague.
Engagement scores look okay. Nobody's asking for anything specific. You suspect the team has stopped expecting change to come from asking, which is a signal in itself.
The same friction keeps showing up.
It's never the same dramatic issue. It's the same low-grade one. The handoff that never quite works. The decision that keeps getting revisited. The meeting that always overruns.
You're looking for a lift, not a rebuild.
The team doesn't need an off-site or a values exercise. It needs a diagnosis, a couple of honest conversations, and two things to actually change. Fast.
If a few of those landed, Team Tune Up was built for this exact moment.
What we'll do together in the session
Team Tune Up is a short, focused piece of work: a light diagnostic followed by a half-day or full-day session, depending on team size. It suits established teams of 6 to 20 people who are running reasonably well and want targeted improvement rather than a full reset.
The session is built around three jobs. First, we run a light diagnostic across four lenses (trust, clarity, coordination, learning) using a short survey and a handful of structured interviews. Second, we share a heatmap of the findings back to the team in the session, so everyone is looking at the same picture. Third, we pick the two behaviour changes that will move the most for the team, with named owners and a 60-day micro-plan to embed them.
What you'll walk out with
Three practical outputs people can use the same day.
Output 1
A concise diagnostic report.
Short, readable, honest. What the team is good at, what's creating friction, and where the biggest wins are. We don't produce 40-page reports; we produce the four pages you'll actually use.
Output 2
Two behaviour changes with named owners.
Specific, observable, and committed to in the room. Not a list of ten aspirational things. Two real changes, owned by named people, visible from week one.
Output 3
A 60-day micro-plan.
A simple cadence: what gets checked, by whom, and when. Built to fit into the team's existing rhythm rather than add a new process layer. Designed to notice early if something isn't sticking.
What the session actually covers
The diagnostic shapes the session content more than for most of our work. The structure below is the spine; the specifics come from what we hear.
We share the heatmap and the key themes. We don't ambush the team with it; we frame it as a shared read rather than a verdict. Where scores differ between subgroups we name it, because that's usually where the interesting work sits.
What the diagnostic is telling us.
We run a structured conversation across the four lenses: trust (do we have honest disagreement), clarity (do we know who decides what), coordination (does the work flow), learning (do we get better over time).
Where the friction actually lives.
We're disciplined about picking two. Not five. Not ten. Two changes, chosen together, with owners and a visible cadence. Smaller changes made well beat bigger changes made partially.
Two changes worth making.
We bring the diagnostic, the heatmap, and the facilitation. You bring the team and the willingness to be honest in the room. Between us, you leave with two shifts that will be visible within a fortnight and embedded within a quarter.
Who Team Tune Up is for
This session works best for established teams of 6 to 20 people who are functioning reasonably well and want targeted improvement.
Who it's for
• Established teams that have settled into patterns and want to raise the bar without a full reset
• Leadership teams using it as an annual tune-up rather than a one-off intervention
• Functions that are delivering but want to improve quality, coordination, or learning
• Teams where engagement data is neutral-to-positive and the leader senses there's more in the tank
Probably not the right fit if…
— The team is new. Team Lift-Off is the place to start.
— The team is in active conflict or recovering from something significant. Rebuilding Trust is the starting point.
— You want a full culture programme. Team Tune Up is deliberately light and narrow.
Team Tune Up is a lighter, diagnostic-led piece than most of our other team work, and the pricing reflects that. If your situation doesn't fit one of these, we'll tell you and adapt.
Formats and investment
Pricing note: Team Tune Up includes a light diagnostic (survey, interviews, and a heatmap) in addition to the session itself. Pricing reflects the pre-work.
FORMAT
WHAT’S INCLUDED
INVESTMENT
Half-day session with diagnostic
Light diagnostic, heatmap, 3.5 hour session, up to 12 participants
From £1,750+ VAT
Full-day session with diagnostic
Light diagnostic, heatmap, 6 hour session, up to 15 participants, 60-day plan
From £3,250+ VAT
Full-day plus follow-up
Full-day format and a 90-minute review at 60 or 90 days
From £4,450+ VAT
Annual tune-up retainer
Two half-day sessions with light diagnostic, six months apart
From £5,500 + VAT
Prices exclude travel and materials. Scope agreed in writing before booking.
Future Proof Learning has supported leaders and teams across the public sector, third sector, and private sector SMEs. Most of the teams we work with are navigating something meaningful, and the patterns we see look remarkably similar in every sector we've worked with.
Our wider track record
Personal effectiveness and leadership development programmes for national bodies including Public Health Scotland and the Royal Botanic Garden Edinburgh.
PUBLIC SECTOR
Team and leadership work with Scottish charities, often at executive and trustee level, including strategy and charter design for Edinburgh Dog and Cat Home.
THIRD SECTOR
Leadership and team development for SMEs across professional services, energy, and technology sectors, with a focus on owner-led and founder-stage businesses.
PRIVATE SECTOR
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Frequently asked questions
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A short survey (usually under 10 minutes per person) across the four lenses, plus three to five structured conversations if the team is large enough to warrant it. We share the survey questions in advance so you can see what we're asking.
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No. We interview a sample if the team is bigger than 12, and we're transparent about how we select.
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No. Engagement surveys look at how people feel about working here. The diagnostic looks at how the team works together.
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Yes, as context. We'll still run a light diagnostic to get a team-specific read.
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Three weeks ideally, because the diagnostic takes a fortnight end to end (survey, interviews, analysis).
We don't do hard sells. A discovery call is 30 minutes, no slides, no pressure. We'll talk through what's going on for your team, what you're hoping to move, and whether Change Compass is genuinely the right tool for the job. If it isn't, we'll tell you, and we'll usually suggest something else that fits better. That's probably a healthier way to start a relationship than a pitch deck.
Not sure if it's the right fit? Let's have a conversation.
Or email us directly at info@futureprooflearning.co.uk and we'll come back to you within one working day.
Download the session outline as a PDF