Turn business ambition into leadership behaviour.

No two leaders get the same plan.

Every leader starts with a five-minute onboarding intake: a few focused questions that bring the one thing worth working on this quarter into view. The platform challenges that choice before it locks. If someone picks vision while they're drowning in operational work, it will say so. The result is a sequenced plan where every skill shows why it's there. Leaders can argue with the plan, too. An AI coach trained on two decades of our programmes talks it through with them and reshapes it, so the plan is theirs from day one.

Three inputs. One plan.

Most development listens to one voice. We build every plan from three:

• The leader says what they think they need.
• Their team answers the same questions about their leader. The two answers rarely match, and that gap tells you where to focus.
• You set the leadership priorities the business depends on.

Nothing arrives unexplained. Development stays personal to the leader and stays aligned with where the organisation is heading.

Help every week, and a human when it counts.

Leaders don't wait for next year's training calendar. They get:

• A live session every week with our trainers, covering 22 topics that each run twice a year.
• An AI coach on demand.
• Credits they spend the moment they need them: one-to-one coaching on a live situation, a practice lab with a business actor to rehearse a difficult conversation, or a private workshop for their team.

You decide whether those requests need your approval first.

Structure first. Freedom after.

New leaders don't need a library. They need to know what to do on Monday. Their intake pinpoints the one skill that matters most in their new role, and the team intake shows early how they're actually coming across. Our guided rollout lets you start with assigned skills and HR-built teams, then hand over the controls as they grow into the role. Before the conversation they've been dreading, they can rehearse it with a business actor.

One gym, open to the whole organisation.

• Self-Leader seats give employees without a team their own intake, their own plan and all 50+ skill plans.
• Member seats give everyone in a leader's team the habit their leader is working on. There's no seat charge and no cap.
• Live tracks for self-leadership, communication and energy are open to everyone, because these aren't management skills.

The platform runs in Dutch, English and French. Bringing more people into scope also lowers the rate on every seat.

Leadership doesn't change in one person alone.

The team is part of the plan from the start:

• They answer the intake about their leader.
• They work the same habit, with the conversations that go with it.
• Each week they give a 60-second pulse on what they're actually experiencing. It's anonymous and summarised, never named.

Leaders can also bring team members into a live session, run paired conversations, or book a private team workshop led by your trainer.

Behaviour, not completion.

Completion rates and satisfaction scores don't tell you whether anything changed. SkillsGym shows you:

• which behaviours are changing, rated weekly by the people who work with the leader;
• which habits are holding beyond four weeks;
• what teams are experiencing, including confidence and psychological-safety signals;
• where leaders have stalled or never started;
• which leadership priorities need attention next.

Leaders also self-scan before and after every skill. For the first time, HR can answer a simple question: did leadership actually change?

We don't run an event. We build a habit.

Every skill breaks into three sub-skills, each with one small habit and one conversation, all practised inside the work people already do. Consistency and social accountability do the heavy lifting:

• the weekly pulse shows whether it's landing;
• the weekly live session keeps momentum;
• once a skill is built, the coach names the next move.

As the role or team changes, the plan changes with it. Development stops being something that happens once a year for a few people and becomes something everyone does every week.