Three programmes. Plus Culture work.
Every programme starts with the Mindset Profiler.
Then the foundation programme for people and teams. What follows is leadership and mindset culture work.
Profiler + Keynote
Your starting point. Map fixed mindset triggers across people, teams, leaders, and culture.
90 to 120 minutes · Includes the Mindset Profiler™
Keynotes are typically used in launch events, all-hands sessions, conference keynotes, and team off-sites: a pilot, a standalone introduction, or as part of a larger programme.
It works as a standalone for organisations testing the water before committing to something longer, and equally well as the opening session of the full individual programme.
What the Profiler + Keynote covers
Step one
Take the Mindset Profiler. Fifteen minutes. You receive your report in your inbox. The purpose is to map the mindset that protects you in certain situations, not a list of defects or what is wrong with you.
Step two
Mindset, fixed mindset triggers, and mindset strategies. Mindset is a meaning-making system, shaped by experience and context, that determines how we interpret challenges, others’ successes, setbacks, and feedback. The work covers why each of us is a mixture of fixed and growth responses, and why thinking your way out of a fixed moment doesn’t work.
Every participant completes the Mindset Profiler™ and receives their personal report. They leave with a map of their own patterns and action tendencies, and an initial set of strategies to try.
People and Teams
Build your own mindset capability and your team’s. The programme that becomes daily practice.
Three workshops · Practice Trios · Team Lab · Three delivery modes
Most mindset programmes start and end with awareness, and hope behaviour follows. It rarely does.
This programme starts where behaviour actually changes: regulation first, then reflection, then action. You learn how your nervous system responds when a fixed mindset trigger is activated, build practices to steady that response, and develop the metacognitive skills to choose a different move.
What’s covered
Three workshops
Making Meaning · Waking Up · Experiment + Practice. Each workshop builds on the last, with Practice Trios meeting between sessions to share experiments and support each other.
The Team Lab
A team workshop using aggregated Profiler data to surface shared fixed mindset trigger patterns and design collective practices.
Three delivery modes
Workshop-led by a GMI facilitator, self-directed with community, or led by an internal coach (GMI-certified).
Leading Through Drift
Lead with mindset certainty to support growth behaviours and manage mindset drift.
Confidential interviews · Three levels · Mindset drift
Leaders complete the Foundation pathway as participants before they lead anyone else through the work. Two leadership programmes then develop the capacities specific to senior responsibility.
What’s covered
Developing Mindset Certainty
Trust, psychological safety, and the conditions for growth behaviours across the team. Leaders audit and redesign the systems they own: performance reviews, decision-making, meeting structures, and recognition signals that run counter to growth behaviours.
Leading Through Drift
Noticing and managing mindset drift back to fixed signals before it becomes the culture. The active maintenance work of leadership in constantly changing environments.
Confidential leader interviews
Each leader is interviewed individually before the programme begins to surface the behaviours and situations that affect trust, psychological safety, and growth behaviours. The interviews are confidential to the leader. Themes that emerge across the leadership team are reflected back to the group anonymously.
The three-level programme
Operates at three levels in parallel: individual self-inquiry and regulation skills applied to the specific pressures of leadership, team-level redesign of decision-making routines, and system-level audit of structures that conflict with growth behaviours. Trust, psychological safety, and mindset certainty nest into each other.
Scaling
Deliver this work internally. Facilitator and Coaching Certification with GMI methodology and supervision.
Facilitator Certification · Coaching Certification · Ongoing supervision
Build internal capability to deliver GMI programmes at scale, with the methodology and supervision that maintain quality.
What’s covered
Facilitator Certification
Trains your facilitators to deliver the full programme. Foundation (Become Your Own Mindset Coach and Mindset Team Lab), Leadership (Developing Mindset Certainty and Leading Through Drift), and the experiment + practice workshops. Includes methodology, neuroscience, and the facilitation practices that make the work safe and effective.
Coaching Certification
For internal mindset coaches who guide Become Your Own Mindset Coach and Mindset Team Lab as self-directed learning. Six-module certification with ongoing GMI supervision. Available for the Foundation programme only.
Ongoing partnership
GMI maintains the methodology, shares upgrades, and provides ongoing supervision. Quarterly catch-ups with other certified coaches and facilitators. The organisation builds full internal capability while the methodology keeps developing in response to evidence and research.
Default behaviours lead to the same old outcomes.
Picture three moments from your last project.
An initial product idea is flawed, and the team’s energy drops. The next meeting feels heavier. The project quietly slows down.Has anyone said, “Maybe we need to step back” lately?
A stakeholder challenges your work in a review. Instead of pushing back with the facts you walked in with, you say, “Good point, we’ll take that away.” Weeks later, you’re still answering a question you could have closed in three minutes.And this drags on. Why did I stay quiet?
A new approach gets suggested. Somebody says, “We tried that before, it didn’t work.” You know technology has changed. You find yourself agreeing.Why did I not raise the issue? Now I am stuck!
Let’s face it. We’re all busy and feeling like we can’t give much more; we’re barely keeping pace now.Things need to change.
This is not a capability gap. This is a Mindset Gap.
People have the capability. The conditions around them determine whether they use it or spend it managing ambiguity, protecting status, and reacting to change they can’t process.
The first step is understanding what fixed mindset triggers are, building shared growth behaviours grounded in well-cited evidence, and providing specific tools people can use every day.
The specific actions people need to take for an organisation to manage accelerating change, grow, innovate, and adopt AI effectively.
Growth behaviours are not a vague aspiration. They are eight specific moves people learn to make in the choices that matter, day by day, in the moments where prove-and-protect would otherwise take over.
- Speak up early. Share a difficult moment together.
- Ask for help before exhausting every option.
- Share work in progress.
- Take intelligent risks.
- Recover from mistakes and failures by asking what was learned.
- Manage cognitive capacity under pressure.
- Responsibility belongs to the person, accountability is shared.
- Shared clarity and success, with kind before candid feedback.
The risk that will keep recurring without change.
Across AI adoption, burnout, and psychosocial risk, organisations are asking people to adapt whilst eroding the regulation and executive function that adaptation requires. No change in job design. No change in the systems that support accelerating change.
What is the impact?
Increases job stress and reduces psychological safety for many employees, while the cognitive functions required for adaptation (working memory, inhibitory control, and cognitive flexibility) are the functions most impacted by continuous stress. Often, organisations respond with more training. That is the cognitive equivalent of telling someone with a broken leg to run faster.
Not a motivation problem. It shows up as measurable structural and functional changes in the prefrontal cortex and the amygdala, along with cognitive impairments that can persist for years. Standard resilience interventions do not effectively support this need. Organisational changes to workload, control, and fairness do.
A leading indicator, not a soft variable. Psychosocial safety climate research shows that senior leadership’s commitment to psychological health predicts future burnout and depression risk. Regulatory duties in Australia and emerging standards elsewhere now put legal weight behind this.
Cannot stay at the level of competencies, beliefs, and attitudes. It works when wired into the fixed mindset triggers that cause them: regulation, self inquiry, metacognition, executive function, and organisational design.
What it means when we work together.
Mindset is central in the work we do with people as it is our core meaning-making system. It is a lens through which we interpret events and often respond to them, whether knowingly or not, with either a fixed or a growth mindset. Our response sets the tone for what follows for us and those around us. We work together to learn how to catch those moments through the bodymind system, metacognition, and work design, making growth mindset behaviour possible when it matters most.
We start with precise diagnostics using the Mindset Profiler to identify which fixed mindset triggers are most active and in which situations. The programmes are built around people’s nervous systems, not just content. Leaders are treated as co-regulators and certainty-shapers. AI and other changes are handled as cognitive and regulatory challenges, not just skill gaps.
Every programme starts with the same foundations: The Mindset Profiler and Become Your Own Mindset Coach (which can be modified to meet the organisation’s needs).