Discover. Rewrite. Lead.
EQ:IQ: Be Your Own Hero is a one-day self-discovery programme for leaders who have stopped growing despite external success, who feel the gap between their ambition and their impact, or who are approaching a significant leadership transition without a clear sense of the identity that transition requires. The programme does not offer answers. It surfaces the patterns, blind spots, and reactive defaults that are producing the plateau, and creates the conditions for the participant to choose differently.
Duration
1 Full Day
Primary Audience
Leaders at Career Inflection Points, High-Potential Managers, Senior Leaders
Delivery
In-person, cohort of up to 25
The programme opens with the Sigmoid Curve lifecycle diagnostic, which maps each participant's current position on their personal leadership journey and names whether they are in the growth phase, at the peak, or at the critical inflection point where reinvention is not optional. The Jo-Hari Window work that follows expands each participant's Open Area through structured peer feedback, reducing the blind spots and hidden dynamics that are most often responsible for plateau.
The Empowerment Dynamic (TED) diagnostic maps each participant's reactive defaults and the empowered alternatives that produce different outcomes. REEL|Life™ anchors the personal insight work in a cinematic reflection that makes the internal shift visible and memorable. Structured role plays and guided reflections allow participants to practise empowered positions before applying them at work. The day closes with the Be Your Own Hero personal leadership charter: a specific, observable 90-day commitment to the precise behavioural shifts the day has surfaced.
Every instrument in the day is selected to produce self-awareness that cannot be argued with, because it comes from the participant's own behaviour, not from an external assessment or a facilitator's observation.
Sigmoid Curve: Personal Lifecycle Diagnostic
Each participant maps their own leadership journey on the Sigmoid Curve, identifying their current position and the urgency or opportunity of reinvention. The diagnostic grounds the day in a specific developmental reality rather than a generic reflection exercise and becomes the anchor for all self-discovery work that follows.
Jo-Hari Window: Expanding the Open Area
Structured peer feedback exercises expand each participant's Open Area, surfacing blind spots and hidden dynamics with precision. Facilitated to create psychological safety while generating the most uncomfortable and most valuable awareness the day produces.
The Empowerment Dynamic (TED)
A diagnostic mapping each participant's default operating position from reactive (Victim, Rescuer, Persecutor) to empowered (Creator, Coach, Challenger). Participants identify the specific situations that trigger their reactive defaults and design the deliberate empowered responses that replace them.
REEL|Life™ Cinematic Reflection
ProventusHR's cinematic reflection methodology anchors the personal insight work in a narrative that makes the internal shift visible, emotionally resonant, and memorable. The film selection is calibrated to the cohort's developmental challenge and debriefed against each participant's Empowerment Dynamic position.
Role Plays and Reflective Activities
Structured role-based exercises allow participants to practise the empowered Creator, Coach, and Challenger positions in simulated real-world situations before applying them at work. Guided personal reflections between activities consolidate the internal shift and surface each participant's specific commitments for the 90-day charter.
Leaders who have reached a point of external success but internal plateau, where motivation and energy are quietly draining
High performers approaching a significant transition who are operating from an identity the new role will not accommodate
Reactive defaults (Victim, Rescuer, Persecutor) operating below awareness and producing outcomes the leader cannot explain
Blind spots that colleagues have accepted as personality but that limit the leader's effectiveness at the next level
Leaders who can describe the change they want but have not yet made the identity shift that makes the change sustainable
From external performance to internal clarity: knowing specifically what is producing the plateau and what breaks it
From reactive defaults (Victim, Rescuer, Persecutor) to deliberate empowered positions (Creator, Coach, Challenger)
From blind spots that others work around to a named, acknowledged self-awareness the leader actively manages
From aspiring to change to owning a specific 90-day charter with observable commitments and a named accountability partner
Named outcomes from the programme design document. Commitments are signed at close and tracked at 30 and 90 days. Kirkpatrick Level 3 measurement is standard on every engagement.
Overcome Career Plateaus: Participants identify the specific source of the plateau and the identity shift that breaks it. Leaders leave with renewed clarity about what they are building and why it matters, grounded in their own Sigmoid Curve position.
Empowerment Dynamic Shift: Leaders identify their reactive default positions and design specific empowered alternatives. At 30 days, participants report incidents where they chose Creator, Coach, or Challenger rather than their previous reactive default.
Expanded Self-Awareness: The Jo-Hari Window work surfaces at least two to three named blind spots per participant. Leaders report that stakeholders notice the change in how they receive feedback, engage disagreement, and respond to pressure at both the 30 and 90-day review points.
Rediscover True North: Through guided reflection, participants identify their core purpose and realign daily leadership behaviour with it. Managers observe this as increased initiative, strategic clarity, and personal accountability at 90 days.
Personal Roadmap and Charter: Each participant leaves with a specific, observable 90-day Be Your Own Hero charter shared with a peer accountability partner, naming the precise behaviours, the triggers to manage differently, and the growth evidence to collect.
Every ProventusHR programme is designed bespoke to your organisation’s context. No two engagements are identical.
Explore Coaching Practice ›Leaders and professionals at a career inflection point: those who have plateaued, are transitioning into larger roles, or are experiencing a gap between their ambition and their current impact. Relevant across levels, from high-potential managers to senior leaders who have stopped growing despite external success.
The Empowerment Dynamic (TED) maps each participant's default operating position from reactive (Victim, Rescuer, Persecutor) to empowered (Creator, Coach, Challenger). The diagnostic reveals the patterns creating the plateau and the specific behavioural shifts that break it.
The Sigmoid Curve is the personal lifecycle diagnostic that opens the day. Participants map their leadership journey on the curve, identifying whether they are at the growth phase, the peak, or the critical inflection point where reinvention is required. It becomes the anchor for all self-discovery work that follows.
A completed Sigmoid Curve self-map, a Jo-Hari Window expanded open area profile, an Empowerment Dynamic position diagnostic, a REEL|Life-anchored personal reflection, and a 90-day Be Your Own Hero personal leadership charter with a named peer accountability partner.
EQ:IQ is not motivational. It is diagnostic. The programme uses structured experiential tools to surface the specific patterns, blind spots, and reactive defaults creating the plateau. Participants leave with a precisely articulated personal leadership charter, not a general sense of inspiration.
Yes. EQ:IQ is regularly delivered as an opening module within LEAP leadership journeys and as a pre-work session before programmes requiring deep self-awareness as a foundation. It also stands alone as a powerful one-day intervention for cohorts at specific leadership transitions.
EQ:IQ Be Your Own Hero is ProventusHR's self-discovery programme for leaders who have hit a career plateau or lost clarity about their leadership direction. Using the Sigmoid Curve, Jo-Hari Window, Empowerment Dynamic, and REEL|Life, the programme surfaces blind spots, reframes identity, and produces a clear leadership development intention.
Every engagement begins with a diagnostic conversation. Tell us the leadership challenge and we will design from there.
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