Being a people manager

Being a people manager programme


Management is an artform and like all artforms it can be learnt, honed and improved. People management starts with the ability to understand the people around you. People managers inspire others, they develop loyalty, they motivate, and they understand how to build success. People managers make their people happy.

The aim of our Being a People Manager programme is to help individuals to be inspiring leaders who create the right environments in which their people can thrive. Don’t expect any corporate bull, we believe the best leadership and management qualities are based in human skills such as humour, happiness and empathy.

What’s the difference between a manager and a people manager?

A people manager understands that management isn’t just a series of transactions designed to serve a commercial or administrative purpose. People managers get involved with the people around them. They are genuinely interested in individuals. They understand the people in their teams and spend time getting to know them. They recognise what motivates specific individuals and know what makes their people happy or unhappy. Developing relationships, empathy, care and understanding for the people you manage isn’t whimsical or unnecessarily touchy-feely. It makes sound business sense. To get the best out of people, you have to know them, and you have to be attentive. That doesn’t mean you have to be sentimental, but you do have to care about the organisation and the people in it.

What does the programme consist of?

Our flexible methodology and the wide range of proven, science-backed elements we have created allow us to design bespoke programmes around your unique needs. Broadly, however, our Being a People Manager programmes are underpinned by three key modules, each of which are unique to Laughology, innovative, flexible and can be adapted to suit your requirements. These key modules are from our Big Chats, Little Chats coaching programme as we believe Being a People Manager is largely about coaching your teams in the moment, helping them to flourish.  Elements of the programme can be complemented by other modules including Having difficult conversations, Negotiation skills and presentation skills. The three key modules are: Creating the right environment FLIP it thinking Developing a team and managing with growth mindset


Creating the right environment is a module within our ground-breaking Big Chats, Little Chats programme which is designed to allow managers and their people to have great conversations and redefines the way coaching is perceived. This module shows managers how to develop strategies to enable them to have constructive, relationship-building conversations that are personalised, future-focussed and needs-led. 

It promotes a culture of agility and response and builds managers who understand that communication and coaching shouldn’t be delivered at set times and in set structures, but should be open, ongoing and collaborative. It shows how to effectively feedback and feed forward. We have developed the PA-OFF model to define the type of chats managers should be having with their teams. They should be: Personalised –defined by the person in front of you and their needs at that time. Anyhow, anywhere - teams are often a blend of job-sharers, homeworkers and international personnel working virtually and we now communicate through multiple channels including Skype, Google Hangout and even WhatsApp. The way we speak to each other has changed and coaching needs to reflect this in order to work. On demand – we encourage a more flexible approach in which coaching gets to the root of the issue quickly and effectively. Future-focused – chats should help people to move forward rather than look back with blame and regret.

FLIP it thinking delivers a practical skill-set which allows people to develop resilience and a future-focused outlook. The module guides people in the art of recognising and challenging ‘wonky thinking’ and draws on elements of psychology and neuroscience to help people understand how to use focus, language and imagination to break negative patterns.

The FLIP model is a simple to use technique that guides people through learning and helps them become unstuck when stuck and be solution focused.  Simply put, it’s about helping people focus on the solution, rather than dwelling on an issue or the cause of a problem.  For example – rather than saying; “What’s the problem?” or “what I don’t like” or “can’t do”. Solution focused could be; “How would you like this to work out?” or “What I do like” or “what I can do. What does FLIP stand for?  F is for 'focus'.  Often, when we don’t feel great about something, that can cloud our view. When a situation happens, we tend to focus on how it feels and what went wrong, rather than how it could feel and what can be done. Reframing, through focusing on the possibilities, is a powerful tool; helping people get what they want from a situation.   L is for ‘language’. Language decides how we take in information and contextualise a situation. The use of positive or negative language can change the way people feel about things. Using language in a wise way determines how people react to situations and move forward from them.   I is for ‘imagination’. Our imagination can change the way we think about a situation. We can be creative and problem-solve, or negatively focus on the issues.  Our ability to be able to generate ideas in work and life is essential for success, improving innovation, solution focused thinking and happiness.   P is for ‘pattern breaking’.  We all form patterns, in the way we think and view the world. These manifest themselves in our behaviours.  Recognising what you are doing to sustain a behaviour, through the way you think or the language you use, is an important step to forming new, more positive behaviours.

Developing a team and managing with growth mindset concentrates on how to build a growth mind-set culture through conversations, reward and recognition, encouragement, risk-taking, metacognition development and self-directed learning. 

Growth mindset is a strong belief and desire to learn, and an attitude that skills and ability can be developed. In contrast, a fixed mindset means thinking that skills and abilities are ‘fixed’. This leads to us thinking that there is no point in having a go, as there is nothing we can do to improve. Shifting from a fixed mindset to a growth mindset, can be the difference between saying/feeling ‘I can’t’ or ‘We’ve always done it like that’ to ‘I can’t yet’ or ‘Let’s try another way.’ The way we talk to people and see them can, in turn, make them behave in a certain way. If we have a fixed mindset about others we can put them in a box. For example, if you don’t let someone have a go at something because you don’t think they’re good enough or you perceive someone else to be better, they’ll never get a chance to learn. This module will Help you to help others understand that skills are learnable with techniques for setting stretch goals for individuals and teams Support you to develop perseverance and motivation in your teams, allowing them to become independent and accountable Increase understanding of learning styles and abilities – so adjust your supportive style accordingly. Develop feedback and feedforward techniques to promote future success, not just about ‘yes it worked’ or ‘no it didn’t’. Help you have conversations that move people forward.

Build your own People Manager programme

In addition to these three core modules, organisations can also add other elements, workshops and courses, such as:

Presentation Skills

Unconscious bias

Creating a diverse workplace

Team building

We will work with you to identify the best programme design for your organisation.


How long will it take?

This is flexible depending on needs and budget, but usually each core module will be delivered in a one-day workshop.

We recommend that your organisation leaves a month in between each module to allow managers to take away the knowledge and techniques they will learn and embed these into their day-to-day lives. To maximise results, we recommend ongoing support between workshops which can be provided through catch-up sessions or by phone support. We also recommend a fourth full-day for reflection and review. Any additional workshops, as mentioned above, will be delivered separately. Our aim is to see a change in behaviours over and after the period the programme is delivered.

How many people can go through it?

We recommend a maximum of 20 delegates per session.

This makes the programme cost effective for you and allows delegates time and space to ask questions, partake in activities and have discussions.

What measurements will we see?

We use a range of tools and techniques to monitor and measure progress.

We can set up 360 focus groups and survey the people in your organisation who report directly to the managers on the programme. This enables us to create a baseline on which we can plot progress at points during and after training has been delivered. We can assess behaviour change and would expect to see managers having better conversations with their people, more regular catch-ups with teams, better engagement and better relationships. The resulting effect will be that people in your organisation feel more developed and happier, and as a result will be more productive. If required, we can run reflective group sessions with managers which enable them to give feedback on their in-situ experiences of on-the-job learning, practical application and forward plans. We also recommend that outcomes are built into their objectives.

How do we make this sustainable?

We will leave you with cheat sheets and reference material.

We can also train your trainers, so that after delivery you have the programme as part of your training structure. We can also schedule regular update sessions to suit you, whether that be twice a year or yearly.

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Business development programmes

Our business development programmes are based on cognitive behaviour psychology and use humour as a positive thinking skill to promote positive attitude and influence behaviours in the workplace. This innovative practice helps individuals and teams understand factors that influence behaviour and decisions.

We work with individuals, teams and entire workforces to design relevant, solution-focussed, programmes delivered by a dynamic team of experts.  From increasing customer loyalty, creating happier and more productive teams to talent retention and diversity programmes; Laughology’s approach ensures training is delivered in a way that inspires and.

We have researched and designed thinking techniques that can be packaged into accessible, versatile skills to help people to think and act positively.

We are passionate about people and work with you to create programmes as unique as you are. Our engaging delivery style promotes behaviour change that drives results.


Coaching programme



Coaching just got a 21st Century makeover, and it’s called Big Chats Little Chats

The BCLC PA-OFF model

Traditionally, when managers coach, they are sent on a course to learn how, and then deliver coaching in rigid, informal chunks, usually booked in diaries days or even weeks in advance. We know life doesn’t work this way. Coaching should fundamentally be an ongoing, fluid process, the success of which is dependent on how managers interact with their people. We recognise that great coaching should be delivered as a continuum, not incrementally. Using this philosophy, we have developed the PA-OFF model to define the type of chats managers should be having with their teams.


Chats should be defined by the person in front of you and their needs at that time, rather than by a coaching model you have been trained to follow.

Anyhow, anywhere

Teams no longer fit the traditional pattern of office-based attendance. Often, they are a blend of job-sharers, homeworkers and international personnel working virtually. As a consequence, we now communicate through a dizzying array of channels including Skype, Google Hangout and even WhatsApp. Essentially this has changed the way we speak to each other, and coaching needs to reflect this in order to work.

On demand

Traditionally, when someone needs coaching a session is booked in the diary. But this leads to time lapses during which problems may develop further, people may become demotivated and solutions may be found by someone else, leading to a lost learning opportunity. BCLC encourages a more flexible approach in which coaching gets to the root of the issue quickly and effectively.


Chats should always help people to move forward rather than look back with blame and regret. Too often, conversations with managers and leaders reflect on what has gone wrong in the past, rather than look forward to what can be done to put things right and learn from errors in the future.


Creating the right environment

People manager module

In this module we look at ways of using communication to allow individuals the space to think and problem-solve, thereby developing independence, confidence and competency. We look at language, frame of mind and questioning techniques. We also look at how to develop the right conditions in which to encourage open and honest conversations, which could include introducing an open-door policy and feedback channels through which teams can assess their managers.

FLIP It thinking to build resilience and optimism

People manager module

This module guides people in the art of recognising and challenging ‘wonky thinking’ and draws on elements of psychology and neuroscience. It helps people understand how to use focus to identify improvements that can be made, how to use language to create positive mindset, how to use imagination to develop strategies and how to use pattern-breaking to change negative behaviours. The FLIP It model is a toolkit for having conversations to move people forward and can be used in the moment and on-demand.

Growth mindset

People manager module

This module concentrates on how to build a growth mindset culture through conversations, reward and recognition. It covers subjects such as encouragement, risk-taking, metacognition development and self-directed learning.

Coaching programme FAQs

Who is it for?

BCLC is perfect for any organisation that requires an innovative, fresh new way to deliver coaching
It can be delivered to managers and leaders and also forms part of our management and leadership programmes.

How long will it last?

This is flexible depending on needs and budget, but usually each core module will be delivered in a one-day workshop.
Each module can be delivered in a full-day session and we also recommend an extra day or two for feedback, recap and reflection, depending on how many people are going through the programme.

How many people can it work for?

Capacity depends on the organisation’s needs and BCLC has been rolled out in large national organisations using a range of blended-learning methods.
However, in workshops we advise a maximum of 20 to enable effective discussion groups.

What measurements will we see?

We will work with you to identify target goals which we can then assess throughout the delivery process.
We can assess your in-house appraisal processes and use them to measure how people are having better conversations. We can also create a baseline survey with the people going through the programme at the start of the process and use this to plot progress. We are also able to run focus groups with the people who will be getting coached to identify how their experience changes.

How do we make this sustainable?

BCLC can be delivered in a blended learning approach through a range of channels including learning shorts, which are online three to four-minute videos covering the main elements of each module.
We can also produce cheat sheets which can be added to your intranet, along with other reference material. The programme also has guides with practical ways to start conversations, have quick chats and embed learning. We can also work with a team of champions to create expert BCLC coaches who can mentor and supervise managers and leaders. Champions can also be trained to deliver content to support learning going forward.

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Programmes and consultancy




Laughology programmes elements

Getting to know you

We work with you and your teams to investigate and research your needs and how these can best be achieved. We plot where you are and where you want to be and work out how to get you there.


Our evidence-based, tried-and-tested methods and flexible content can be blended to fit your individual needs and adapted during the roll-out to address any changing circumstances. We use workshops, webinars, virtual classrooms, champion programmes, 70/20/10 methodology to create a bespoke, modular programme of training and delivery to get you to the destination you chose.

Testing and implementation

We can develop and implement an early adopter programme or pilot sessions to test proof of concept. This gives you peace of mind that the programme is right for you. We can use focus groups and independent researchers to test the buy-in and traction at all stages.


We know direction can change at any point through a process. Because we have so many tools at our disposal, we have the flexibility to adapt to your changing needs. We understand that the workplace is a changing environment where virtual teams connect digitally and we design full programmes utilising blended learning, so they can be delivered online as well as face-to-face to address the way you work. We design and produce a range of collateral to accompany and reinforce learning.

Measuring impact

We measure, investigate and analyse data to build a detailed picture of your organisation and its needs. This becomes a baseline on which we chart the impact of the programme in real-time using a range of analysis techniques. We plot where you need to be and measure the metrics throughout the process and after the end of programme delivery to ensure the learning remains embedded.

Supporting the needs and goals of your people, as well as your organisation.

At Laughology we understand that organisations are like people. Each one is individual, complex and unique and is made of many different parts, ideas and mechanisms, just like a person. When a person wants to learn, develop and improve, there is no one-size-fits-all answer because everyone has different needs. What works for one, will not necessarily work for others. In order to find out the right course of action for a specific person, you need to know all about them. Through our years of experience, we understand that the same process works with organisations.

Truly human leadership

Our Truly Human Leadership programmes programmes help leaders inspire, coach and empower people to deliver and progress in work and life...

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At the Laughology lab, our research into consumer behaviour drills down into the minds of your customers...

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Transformation and change is often the most challenging part of an organisation’s development…

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It's all about you

All our programmes are designed to move you forward in a positive direction. They comprise a suite of adaptable, evidence-based elements which we build around your needs and goals. We have delivered truly innovative programmes for some of the world's biggest organisations. We have a reputation for originality and results. We have improved outcomes and increased engagement and happiness within national and multi-national organisations and delivered to thousands of people. Laughology programmes don’t just improve organisations, they improve lives. It all starts with a free consultation. Get in touch to learn more.


For years happiness was seen as a fringe interest in a commercial world driven by the pursuit of results at any cost...

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Being a people manager

Management and leadership are an art that can be learned, honed and improved...

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At Laughology we are all about relationships and we believe that best relationships are the ones where each side shows long-term commitment, which is why we run a partnership scheme for the organisations we work most closely with. Being a Laughology Learning Partner earns you discounts and extra benefits within your programme which include freebies and complimentary laugher and learning lunchtime sessions. Our learning partners also enjoy an executive level of access to our experts, ensuring that programme delivery is an on-going, fluid process. Get in touch if you want to know more.

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Customer service skills

Customer service programme

At the Laughology lab, our research into consumer behaviour drills down into the minds of your customers. We know what they do and why the do it – and we know what you should be doing to build lasting, positive relationships with them.

We use our expertise in human emotions and how they influence behaviour to design customer experience programmes that excite and energise. Backed by the latest research into effortless experience and nudge psychology, we have designed trademark, laughter-filled programmes for clients including Enterprise Car Hire and Money Supermarket. Our programmes differ from the norm because we focus on interaction as well as process and competency skills. The goal of any customer service provision should be customer satisfaction, which is achieved by providing pleasurable and easy customer experience. Get this right and you build customer loyalty and employee happiness. Each customer interaction is unique and customers build subjective perceptions of interactions based on a multitude of factors including personality type and personal bias. Consequently, while efficient processes and competency help customer experience, a deeper connection can only be made when customers feel engaged, supported and that they have had fun. To unlock the potential of each interaction, we teach teams to develop skills for positive conversations and improvisation, so they can create a memorable service. Laughology’s fun, guided improvisation encourages individuals to develop multidimensional thinking and conversations and practice dynamic customer interactions. Our refreshingly different approach creates quick-thinking teams who have the skills to respond appropriately to each customer interaction.  The result is personalised, playful customer experience with: warm, playful, fun, innovative and thoughtful customer-led conversations personalised experiences meaningful conversations Our programmes also include a suite of tangible techniques to help build resilience, problem-solving skills and autonomy such as our trademark FLIP it thinking model, which is a proven tool to allow solution-focused thinking.   Four stages of customer emotional engagement and experience and the wider impact on brand   Our programmes are flexible and modular. We work with leaders, managers, employees and customers where necessary to build a detailed understanding of your needs and how to achieve them. We can build managerial training modules into programmes to equip managers with key skills to support their teams to deliver an amazing customer expereince. A learning partnership to help support your customer experience programme log term We believe the most important part of any programme is sustainability and so we will work with you and your people to embed learning and techniques into your brand, training champions within your organisation. We also offer a partnership scheme, working with your trainers to give them the tools, techniques, content, materials and support they need to deliver in the unique Laughology style and take ownership of the programme and embed it in your brand. Our partnership model

More programmes & consultancy for organisations

Customer service skills...

Transformation support programme...


Truly human leadership...

Being a people manager...

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Diverse workplaces

Laughology continues to lead the way in diversity training and is proud to be the go-to provider for several multi-national blue chip companies. Our diversity training programmes have been chosen to help some of the biggest names in global commerce build agile, representative workforces for the global market.

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Truly human leadership skills

Truly Human Leadership Skills


Using trademark Laughology humour and energy, this expansive and pioneering leadership skills programme delivers a fresh, dynamic approach to leadership that allows delegates to understand and develop their own unique brand of leadership.

Leadership is a skill that can be developed and adapted.

Different times call for different leadership styles and at Laughology, we create leaders who are individual, people-focussed, visionary, strategic and equipped for the fast-changing and turbulent times in which we live.

We recognise that great leadership is about developing a deep understanding of your people, yourself and your organisation, and then using this knowledge strategically to the benefit of all. Sustainable leadership is based on strengths, weaknesses, personality and vulnerability. It is not about focusing on outputs at any cost. Laughology leaders understand that creating an organisational culture based on people rather than process is the most effective way for an organisation to thrive.

What’s the difference between a manager and a people manager?

While managers are concerned with the functional aspects of their organisation, leaders are concerned with the strategy. Leaders have a high-level view of the organisation and the direction it is heading. They set the tone and develop an organisation’s culture. They inform, guide and deliver core objectives while steering strategic direction.

Managers will often have leadership qualities and leaders are often former managers. The step up from manager to leader can often be challenging due to the demands and responsibilities of leadership roles. The transition from management to leadership relies on effectively shifting mindset from one discipline to the other.

What does the programme consist of?

We do not take a one-size-fits-all approach to leadership. We develop individual leaders who put people first and then build a strategy around them, or mould a pre-existing one to suit all. Truly human leaders do not need carrots or sticks, and they don’t force conformity. They move their businesses forward by inspiration and insight, and with an understanding of the people they lead. They create environments where people feel safe, understood and supported, and in doing so ensure their business survives when times get tough.

Truly human leaders also understand that leadership alters the way they are perceived by their colleagues and they remain true to themselves and others despite this. They understand their own strengths, limitations, patterns of behaviour and narratives. They recognise how these impact on them, their people and their organisation.

The modules below can be adapted to suit existing frameworks. At the end of each module delegates are placed in learning groups and given a practical task to complete whilst back in their workplaces. They will be encouraged to meet in their groups between sessions and review how the new behaviours are playing out. They will then have the opportunity to feedback at subsequent sessions.


Leading self


This module focusses on self-analysis. It uses dynamic, enlightening and fun delivery. Our facilitators will help delegates identify their strengths and weaknesses while analysing how they react to events. They will learn tools that help manage emotions and behaviours, including our unique FLIP it thinking model.

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We also recommend including elements of our stand-up comedy presentation training in this module. It pushes delegates outside their comfort zones. They learn how to present, how to interact with an audience and how to develop an awareness of reactions in extreme situations – all of which are vital skills for leaders. Our stand-up presentation training brings these skills to life in an engaging, fun and often life-affirming way.

The module gives delegates the confidence to step up and the skills to have positive debates with each other and their senior teams. It gets down to the nitty gritty of who you are and how you behave and leaves delegates with a deeper understand of self and their own leadership qualities.

Leading people


This module focuses on emotional and social intelligence. It helps leaders to develop a greater understanding of how they make the people around them feel. It shows leaders how to adapt to the people around them in a way that inspires, motivates and promotes personal and professional growth. Elements include feedback in a group setting, awareness of listening and language and creating the right environment for others.

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Models such as situational leadership will be reviewed and revisited using practical scenarios to bring ideas to life.

Improvisation can also be used as part of this module. Our improv training covers elements of:

  • Trust
  • Acceptance
  • Attentive listening
  • Spontaneity
  • Collaborative storytelling

The module also focusses on creating the right environment for people to flourish. Delegates will also be taught to recognise the differences between uncooperative/discouraging and curious/collaborative behaviours and language using Laughology’s Four Ps model for having positive debates.

Leadership mindset


Leadership mindset should be flexible and adaptive. This module shows how to achieve this. Delegates will investigate the narratives they use to help them and the people around them move forward. They will learn to recognise unhelpful narratives that hold them back and gain techniques to allow them to focus strategically on realistic possibilities and opportunities. The module shows leaders how to identify changes and challenges and how to adapt positively to new realities. 

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The module will review mindset models such as growth vs fixed, scripted vs adaptive and fast vs slow thinking.

The module encourages debate about real work situations and uses scenarios and practical activities to bring theory to life.

Organisational leadership


This module shows delegates how to effectively align their personal development, and the development of their people, to the organisation’s goals and missions. Delegates will gain insight into effectively communicating vision and strategy in a way that helps people connect.

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The module uses our G.R.E.A.T model for strategic thinking and looks at goal-setting, reality checking, engagement, actions and thoughts. We look at the differences between management and leadership and drill down into the strategy of delegate’s organisations and their role in it.

In this final module we will work closely with the organisation to choose two or three strategic objectives and activities that can be undertaken, helping leaders deliver vision through their learning and sustaining behaviour and change in the organisation.

Build your own leadership skills programme

In addition to these three core modules, organisations can also add other elements, workshops and courses, such as:

Stand-up performance skills

Negotiation skills and challenging conversations

Creative and innovative thinking for strategy

We will work with you to identify the best programme design for your organisation.


How long will it take?

We recommend that each module be either a half-day or full-day.

However, if you want to add elements to a module such as negotiation skills or stand-up performance, the modules will be longer. We also recommend at least three or four weeks between modules to give delegates the chance to complete practical activities. There will also be a final session of presentation and reflection.

How many people can go through it?

We recommend a maximum of 20 people in a group

We can facilitate larger groups, but this can leave less time for every delegate to participate in activities.

What measurements will we see?

We can use existing engagement scores as baselines and a range of tools and techniques to monitor and measure progress.

We can set up 360 focus groups and survey the people in your organisation who report directly to the leaders on the programme. This enables us to plot progress at points during and after training has been delivered.

How do we make this sustainable?

Longevity is vital as the processes and techniques delegates learn from the programme should embed and become part of their personal leadership styles

In order to sustain learning we can develop a train-the-trainer process for you and develop organisation-specific content. Alternatively, you can provide your own content that will deliver as part of the programme. As part of the programme, leaders will be encouraged to work in action learning groups. These groups should be sustained after the training to embed behaviours, continue learning, problem solve and support others.

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Engaged happy teams

For years happiness was seen as a fringe interest in a commercial world driven by the pursuit of results at any cost. Today, thanks to scientific studies into the effect of happiness on productivity, the business world has undergone a happiness enlightenment.

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Workplace Engagement



Our workplace engagement and happiness programmes will improve workplace mood, develop employee motivation and increase satisfaction. They build stronger communications and relationships in the workplace. And they are fun!


Engaged and happy people are an asset in the workplace

Any progressive workplace that values productivity and loyalty should take engagement and happiness seriously. Thankfully, while both these factors were once seen as fringe interests in a commercial world driven by the pursuit of results at any cost, today they are recognised as intrinsic elements to success.

Build a long-term engagement strategy

Engagement and happiness should be a long-term strategy and the achievement of them should be a primary goal which aligns to the vision and mission statement that an organisation lives by. They cannot be achieved through one-off workshops or through ad hoc random initiatives. Free pizza Friday is great, but what happens when the free pizza runs out? If it’s back to miserable Monday and business as usual, your engagement and happiness levels will never improve.

Taking a scientific approach to happiness

Happiness also doesn’t mean being happy all the time, which is impossible. We recognise that emotions such as stress, anxiety and frustration are natural and impact on the way people work. We approach happiness from a scientific perspective. We understand that realistic happiness is as much about an individual’s capacity to cope with difficulties and overcome challenges than it is about developing feelgood initiatives.


Laughology has been at the forefront of the happiness revolution. We are arguably the country’s most experienced, informed and successful learning and development organisations when it comes to delivering programmes that embed a culture of engagement and happiness in workplaces.

A CIPD recognised wellbeing and happiness workplace strategy.

We use current research along with our unique CIPD-recognised Laughology Happiness Model to build robust programmes delivered in fun, engaging ways.

Relationship with managers and leaders

We work with people at every level in an organisation because happy, engaged teams and workplaces are created from the bottom up and the top down. Relationships play a key role in engagement and happiness in any organisation, particularly the relationships people have with their managers and leaders.

Vision & Culture

Vision and culture are also key elements to an engaged, happy workforce. Words are nothing without actions and organisations should put strategies in place to ensure the vision is shared and lived, otherwise it becomes an empty promise and people will become disengaged and unhappy. We help you put all these measures in the place.

We use our expertise and unique delivery style to:

build a strong vision and narrative

improve relationships

increase satisaction

develop self-motivated individuals

close the gap between what your organisation says and what it does

Stephanie Davies

Laughology CEO


Our bespoke programmes start by identifying the underlying factors that make your people happy, unhappy, engaged and disengaged.

Money and workplace happiness

Studies show that salaries and financial perks are not the main drivers of workplace happiness. Instead development and progression, workplace relationships and challenges are just as important.Instead  development and progression, workplace relationships and challenges are just as important.

Five happiness themes

The Laughology Happiness Model was developed using our own field research and existing academic theory, including work carried out by Martin Seligman and Andrew Oswald. It identifies the five themes that are key to happiness, which are confidence, personal development, positive relationships, support and coping skills.

Happiness tools

Using our unique Happiness Model and the associated tools we have developed to accompany it, we analyse organisations to identify areas where positive changes can be made and then build a flexible programme of content, delivery and training to address each area and embed happiness and engagement.

Happiness grid and matrix

The Happiness Model includes a grid and matrix which we use to identify which skill sets an organisation should enhance to develop better happiness and engagement levels across the board. Once we have assessed an organisation, we can identify appropriate actions and measures to take, and deliver these through a range of methods.


The Laughology Happiness Grid identifies which skill sets an organisation should enhance to develop better happiness and engagement levels


Personal Development

Examples of initiatives

Personal development plans across the organisation Career development opportunities, internal and external Idea sharing and generation mixing across levels Sharing mistakes for learning A culture of positive risk taking through sharing stories of having a go and not quote getting there yet!

Evidence of success

Improved people satisfaction/ happiness scores People have confidence to make their own decisions Engaged people Easy decision-making process People empowered to take risks Mistakes are shared and learned from Innovation across the workforce 

Examples of initiatives

A culture of informal and formal chats that help people to develop Reward and recognition programmes Sabbaticals 

Evidence of success

Opportunities seized by people Promotions across organisation Rewards gained and celebrated Diverse skillset in people 


Positive relationships

Examples of initiatives

Coaching and mentoring Counselling or access to CBT or other support services Easy access to leadership team Simple feedback processes Outreach to community programmes and support services outside the organisation Links to charities Supporting charities with knowledge and expertise exchange

Evidence of success

Internally-trained coaches Links to community programmes that have had successes for both sides A well thought-of leadership and management team A sense of purpose in your vision and strategy that connects a story to the greater good. 

Examples of initiatives

People-focused manager and leadership programmes Positive communication across departments Leaders take part in everyday activities and are open and accessible Team build events Awaydays 360 mentoring and feedback Collaboration schemes Links to the community beyond the workplace Unconscious bias programmes Opportunities weekly to chat to managers/ leaders – huddles or similar

Evidence of success

Open and easy dialogue at all levels People help each other Team event feedback and improvement activities A diverse range and mix of people Positive talk about exec and leadership teams

Coping Skills

Examples of initiatives

Mental health first aid awareness programme or similar Menopause awareness or similar Wellbeing workshops Leaders and managers that really care Unconscious bias programmes and a culture of diversity

Evidence of success

Positive engagement Low rate of absenteeism Good rates of staff retention 

Original and innovative approaches to workplace engagement and happiness

Developing links outside your sector that allow people to develop skills.

Creating community connections to NGOs and using skills to share best practice.

Putting on charitable events where people can raise money by getting out their comfort zone; e.g stand–up comedy event, Strictly event or similar

Inviting new team members to attend board meetings where they can ask questions and challenge.

Sharing leadership team mistakes in a positive way and discussing how to learn from them. Creating Vlogs on a collaborate space to share these.

Peer-to-peer support programmes across all levels

Mentoring across all levels, both up and down

Virtual huddles and fuddles (fun huddles) once a week

Worker of the Week awards for fun things and kind acts

Random acts of Kindness Day

Leaders knowing names and using creative ways to recognise and reward

Encourage lunch breaks away from desks and have ways to do this

Encourage face-to-face communication through switch-off times

Holiday time is seen as strictly holiday time

Working with suppliers means caring about how they are paid

Working with a variety of suppliers from small businesses and individuals

Creative recruitment drives to encourage diversity in recruitment process

Having talking groups for LGBT and celebrating individuals

Leaders standing up and talking about their experiences of mental illness and other important vulnerabilities and diversitie


To help you develop a workplace engagement strategy we are sharing our happiness models and approach to long term engagement.  These models are recognised as effective tools in the CIPD Workplace well-being strategy, one-day course. Download the Laughology happiness and engagement programme and the unique Laughology happiness grid.

Download PDF

Happiness programme introduction

Download Happiness Grid

Happiness grid

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Nominations are open for the National Happiness Awards 2019

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