Your offsite is the only time the whole team is actually in the room.
A unique opportunity to develop the right leadership behaviour, then sustain it as habit. IGNITE designs and facilitates leadership offsites built on emotional intelligence, run to a quarterly, bi yearly or annual rhythm, with assessment before and coaching after, so the two days change what happens on Monday.
Most offsites are remembered.
Very few are repeated in behaviour.
Leadership teams routinely invest two of the most expensive days in the calendar, then return to exactly the same patterns. The content was good. The room was good. Nothing structural changed, because nothing was measured before it and nothing carried it afterwards.
A two day workshop cannot rewire a thirty year habit.
Paul S. McLean, Founder, IGNITE PerformanceThat single sentence is the design principle behind every IGNITE engagement. It is also the reason IGNITE will decline work where the sponsor wants two good days and nothing else. These are the four failure modes we see most often in senior leadership offsites.
No baseline
Without assessment data taken before the room opens, there is no way to know what shifted, and no way to show a board that anything did. Sentiment in the closing circle is not evidence.
Designed for the room
Sessions optimised for energy in the moment rather than for the specific conversations these leaders are avoiding on their real teams. High engagement, low transfer.
Nobody holds the hard moment
When a senior team finally goes somewhere real, an inexperienced facilitator retreats to the slide deck. The moment closes, and in most teams it does not reopen.
Nothing in between
Twelve months of silence until the next offsite. Commitments made on day two have no mechanism, no coach and no accountability standing behind them.
IGNITE was built to remove all four.
Assessment before. Master facilitation during. Coaching and a habit mechanism for twelve months after.
The offsite is the middle of the work, never the whole of it.
Behaviour is developed in the room and sustained outside it. Every IGNITE engagement runs on the same three phase architecture, so the two days sit inside a twelve month arc rather than standing alone in the calendar.
Four to six weeks before the room opens
Know who you are before you ask others to follow. Every participant completes the EQ-i 2.0, the emotional intelligence inventory built on more than thirty years of psychometric research, giving the team a shared, data rich map of itself before anyone walks in.
- EQ-i 2.0 for every participant, with an individual debrief
- Optional EQ 360 multi rater feedback for the top team
- Optional Gallup CliftonStrengths for talent and role fit
- Sponsor alignment session to define what the offsite must change
The offsite itself, facilitated rather than presented
Cohort based work led by certified executive coaches, built around the high stakes moments these leaders actually face: difficult conversations, change announcements, executive presentations and disengaged direct reports. Live practice rooms, peer to peer, applied rather than theoretical.
- Cohorts of 6 to 18 senior leaders, kept deliberately small
- Simulations, triads and scenario work from the team's own context
- Every participant leaves with specific Monday morning actions
- Peer accountability pairs formed in the room, not assigned later
The twelve months that decide whether it worked
This is where new behaviour becomes habit. An AI enabled habit and behaviour app carries the work into the weeks that follow, with daily micro prompts, peer practice and real time application exercises. One to one executive coaching keeps it anchored to each leader's actual week rather than to the material.
- AI enabled habit and behaviour app for 12 months
- 1:1 executive coaching contextualised to each leader's reality
- 90 day action review with the executive sponsor
- Optional EQ-i 2.0 re assessment to evidence movement
Built to fit the offsite cadence you already run.
Three configurations, one architecture. Each is designed around how often your leadership team is able to get in a room together, and how much change you need to land inside twelve months.
Annual
+ 12 month reinforcement
One deep two day intensive covering the full emotional intelligence arc, from self perception through to stress management, followed by the habit app and coaching for the remainder of the year.
Bi yearly
+ 12 month reinforcement
Offsite one builds the language and the self awareness. Offsite two, six months later, pressure tests it against the real conversations the team has been having, or has been avoiding.
Quarterly
+ 12 month reinforcement
A themed offsite every quarter, each mapped to one composite of the EQ-i 2.0 model, so the team's development compounds across the year rather than resetting each time.
Where the offsites land across twelve months Illustrative placement
In every configuration the EQ-i 2.0 assessment runs four to six weeks before the first offsite, and the habit app plus one to one coaching run continuously across all twelve months.
From knowing yourself to leading under real pressure.
A working model, not a fixed curriculum. It shows how four offsites can be built on the composite scales of the EQ-i 2.0. Yours is rebuilt from your cohort's own assessment data, the capabilities you are developing and the business outcomes the offsite has to move.
Yourself
The inner foundation. Leaders map their own emotional data before asking anything of anyone else, and confront the gap between how they believe they land and how they actually land with the people who report to them.
Yourself & Others
The relational work. Empathy moved from concept to practised skill, crucial conversations defined and rehearsed, and the specific interpersonal debts this team has been carrying brought into the open where they can be settled.
Yourself & The Decision
How emotion enters judgement. Where this team's decisions are being distorted by pattern, pace or politics, and how to integrate emotion intelligently rather than pretending it is absent from the boardroom.
Yourself Under Pressure
Adaptive capacity. What this leadership team actually does when the quarter turns, the reorganisation lands or the market moves, and how to keep optimism honest rather than performative.
A model to adapt, not a programme to buy.
Themes are reordered, merged or replaced to fit the team in the room. Only the opening holds: know who you are before you ask others to follow. The full two day agenda IGNITE delivered for The Trade Desk in July 2026 is in the brochure.
What a working session actually looks like.
Photographed at the E.I. in Leadership Coaching Academy face to face offsite, The Trade Desk, July 2026. Published with permission. No stock photography.
Published verbatim, with attribution.
“Before ASPIRE, our team was good, but we lacked data-driven insights into our individual strengths and how to leverage them. Post-Academy, we've ten-folded our outcomes. ASPIRE broke down barriers, helping us understand each other better, naturalising our teamwork.”
“Before the Academy, our team exhibited inconsistent executive engagement. Storytelling lacked structure. Empathy was a concept, not a skill. Post-Academy, our team is more confident, curious, and consultative. IGNITE didn't just train our team, they rewired how we engage.”
Paul S. McLean
Founder, Master Facilitator and Executive Coach of IGNITE Performance. Paul has spent fifteen years in boardrooms and leadership teams globally, and founded IGNITE in response to a pattern he kept seeing: technically brilliant leaders stalling, not because they lack intelligence, but because they have never been given the language, the framework or the practice for the human work of leading.
He is the author of The Unarmoured Leader, and his position on senior leadership is unambiguous: vulnerability is the highest form of professional courage. Offsites facilitated by Paul are built to go to the places a leadership team has been carefully avoiding, and to hold the room when they get there.
Everything that surrounds the two days.
A leadership offsite with IGNITE is a scoped engagement, not a booking. These six elements are included in every configuration, annual, bi yearly or quarterly.
Discovery and design
Sponsor alignment, stakeholder interviews and a bespoke agenda built to your stated outcome, never a template lifted from another client.
Assessment
EQ-i 2.0 for every participant with individual debriefs. EQ 360 multi rater and Gallup CliftonStrengths available as additions.
Facilitation
Master facilitation on the day, plus all materials: IGNITE Emotion Cards, workbooks, the Emotion Wheel and simulation assets.
Reinforcement
Twelve months of the AI enabled habit and behaviour app, plus one to one executive coaching for participants.
Measurement
Team level insight report, a 90 day action review with the sponsor, and optional re assessment to evidence movement.
Logistics support
Venue and run of show guidance, pre reads, joining instructions and participant communications drafted for you.
How far ahead should we book?
Allow four to six weeks minimum before the offsite date, so every participant can complete the EQ-i 2.0 and receive an individual debrief beforehand.
Who should be in the room?
Cohorts run at 6 to 18 senior leaders. Intact leadership teams and cross functional executive groups both work, though the design differs between them.
Can you travel to us?
Yes. IGNITE delivers across Asia, ANZ, EMEA and the USA, and works with your venue or recommends one.
Can the offsite be customised to suit us?
Yes, every offsite is. Your cohort's EQ-i 2.0 data sets the emphasis, so the areas where your team scores lowest get the most room. Simulations and crucial conversation work are written from the situations your leaders are actually carrying. Your sponsor fixes one measurable behavioural outcome, and the agenda is built backwards from it. Themes can be reordered, merged or replaced, and you choose the annual, bi yearly or quarterly rhythm that fits your calendar.
The IGNITE Leadership Offsites brochure.
Ten pages to share with your executive team or board before the design conversation.
- The three phase, twelve month architecture
- Annual, bi yearly and quarterly configurations
- The four EQ-i 2.0 offsite themes
- The real two day agenda delivered for The Trade Desk, July 2026
- What every engagement includes, plus FAQs
Start with the design conversation.
No pitch. No commitment. Just a map of where your leadership team is and where it could go. If IGNITE is not the right fit, Paul will tell you.
Request a bespoke offsite design session
Send your dates, your team size and the outcome you need. Paul returns a draft agenda and scope.
paul@1gnite.meBook a consultation with Paul
A confidential conversation. Everything discussed stays between you.
Book on CalendlyThe Unarmoured Edge whitepaper
Executive Edition 2026. The thinking behind the method, before you commit to a call.
www.1gnite.me/resources-2Message Paul on WhatsApp
For time sensitive planning windows and short scoping questions.
+65 9761 1923Technical skills will keep you in the game. Emotional Intelligence will win the championship.