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Management just got a 21st Century makeover, and it’s called Big Chats Little Chats. Have great conversations, support development, promote inclusive cultures and enhance workforce performance.

The BCLC PA-OFF model

Traditionally managers are sent on a coaching course to learn how to develop their teams. They 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 teams should fundamentally be an ongoing, fluid process, the success of which is dependent on how managers interact with their people. We recognise that great conversations between managers and their teams should be continuous.

Using this philosophy, we have developed Big Chats, Little Chats as a way for managers to have great conversations that promote development and performance and put people at the heart of the conversation. The PA-OFF model defines the type of chats managers should be having with their teams that build positive relationships and engaged people whether virtually or face to face.


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.


Find out how the Laughology coaching programme played its part in a 23 percent uplift in sales for store managers who had been through the programme.


Creating the right environment

Module 1
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.
Another legendary Laugholoy workplace blog post

How to create the right environment in your workplace

FLIP It thinking to build resilience and optimism

Module 2
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.
A crowd-pleasing blog post from our infamous Laughology facilitators

The art of positive mindset and how to challenge ‘wonky thinking

Growth mindset

Module 3
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.
A right rollicking read!

Understanding the language and behaviours of fixed and growth mindsets

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.


tesco mobile logo

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.

big chat about mental health logo


Are organisations and companies just paying lip service?
Join some of the most interesting and respected voices in positive psychology for our Our Big Chat about…Thinking outside the tick box, inaugural webinar. Our two and half hour interactive event will look at the best mental health strategies for organisations, identifying what works and what doesn’t.

Dave McPartlin:

Dave is the Headteacher of Flakefleet Primary School.
Creating the right environment for people and communities to flourish

Sunita Hirani

Sunita is one of the BBC’s key equality, diversity and inclusivity experts.
Why inclusion is essential for mental wellbeing

Professor Sir Cary Cooper

Cary is one the world’s most influential voices in occupational health and wellbeing.
Enhancing Mental Wellbeing at Work. Evidence based strategies for creating a wellbeing culture at work.

Ask us a question

You can call us on 0844 800 1701, or use this form and we will get back to you as soon as possible.


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