What are the opening hours?

Monday 8am - 5:30pm Tuesday 9am - 5pm Wednesday 9am - 5pm Thursday 9am - 5pm Friday 9am - 5pm

Elev-8 Performance

Name: Elev-8 Performance
Address: 27 Old Gloucester Street, London, WC1N3AX, GB
Telephone: +443334048888

Home
United Kingdom
London
Elev-8 Performance

Unleashing potential through behavioural brilliance. We help leaders and teams build thriving team climates where people do their best work.

Experts in behavioural change, that makes work (and the world) more human, one conversation at a time.

26/03/2026

There’s a simple leadership truth we see over and over again.

Teams rarely perform in a way that jars with their leader's approach.

If anything, they reflect or emulate them.

So, if a leader avoids conflict… The team avoids conflict.

If a leader tolerates poor standards… The team tolerates poor standards.

If a leader is curious and open… The team becomes curious and open.

Leadership behaviour acts like gravity.

It shapes what becomes normal.

Which means improving performance rarely starts with a new 'framework'.

It starts with leaders asking a harder question: What behaviours am I consciously modelling every day?

Because when leaders change behaviour… Teams usually follow.

24/03/2026

A surprising number of organisations are hoping AI will solve their people problems.

Poor collaboration? Add AI!

Slow decision-making? Add AI!

Low engagement? Add AI!

Reality check for y'all - AI doesn’t fix broken human systems. It makes them worse.

If the foundations aren’t there - things like:

• clear behavioural expectations
• leaders modelling the right standards
• teams with healthy working climates
• learning that actually transfers into practice
• environments that reinforce the right behaviours)

- then AI will simply make those problems move faster.

Technology multiplies behaviour.

Which means the real question for leaders isn’t:

“Where can we use AI?”

It’s:

“Have we built the human foundations for it to work?”

Because when those foundations are solid, AI becomes a REAL performance accelerator.

19/03/2026

The fourth (and final) Gartner priority for CHROs in their 2026 report was/is "Address culture atrophy to power performance".

Important topic (albeit worded weirdly). But we’d argue something slightly different - a nuance, a build...

Culture matters, sure. But culture is slow.

Team climate is where performance actually lives.

Culture is the organisation’s long-term personality.

Climate is the daily experience of working in a team. It is the mood. And climate can change much faster.

It’s shaped by things like:
• how leaders behave in meetings
• how feedback is handled
• whether accountability exists
• how psychological safety shows up (or doesn't)
• what behaviours actually get rewarded

Change those things and performance shifts quickly.

Which is why at Elev-8 we often say "team climate eats company culture for breakfast."

If you want culture change… Start by changing the day-to-day behaviours leaders model inside teams.

That’s where actual, real leverage sits.

17/03/2026

Another Gartner priority for CHROs from the report (we're nearly through 'em all now 😅)....

"Mobilise leaders for growth in an uncertain world."

That one resonates. The world feels VERY uncertain right now.

And, ignoring the non-work world, uncertainty is basically the default setting for leadership in the 2020s.

Markets move faster. Technology evolves faster. Strategy cycles shrink.

Despite this, organisations expect leaders to navigate uncertainty like ninjas.... without ever properly investing the time, energy or money into developing the capabilities required to actually do it. 🤦‍♂️

Real leadership capability means being able to make decisions with 'imperfect' information, hold difficult conversations early, keep teams focused when priorities shift, create psychological safety without losing accountability and translate strategy into everyday behaviour.

That’s the difference between leaders who inspire change and leaders who actually deliver it.

And in our experience, that difference shows up often in one place - Team climate.

Leaders create the environment where performance either thrives or suffocates.

Which means leadership development isn’t a “nice to have” anymore (if it ever was!).

12/03/2026

Another Gartner priority for CHROs in 2026:

“Shape work in the human-machine era.”

We agree! But there is a trap many organisations fall into…

They redesign the work. They forget to redfine the leadership!

When humans and AI work side-by-side, leadership actually becomes more important, not less.

Someone still needs to set direction, create clarity, build trust, coach judgement, manage ambiguity and hold others to standards.

AI can generate answers, for sure... but it can’t create belief, energy, or accountability inside a team.

And those are key things that actually drive performance.

At Elev-8 we're seeing it more and more... The teams winning in the AI era aren’t the ones with the best tools (most have Co-Pilot LOL).

They’re the ones with leaders who know how to create the right climate for performance.

Technology changes fast. Human behaviour still decides whether it works.

10/03/2026

Gartner just published their 2026 priorities for CHROs....

Top of the list?? Harness AI to revolutionise HR.

Fair enough.

But there's an elephant in the room here... Most organisations don’t have a technology problem. They have a behaviour problem.

AI won’t 'magically' improve performance if:

• Leaders still skirt around tough conversations
• Teams still operate in silos
• Managers still default to JFDI over empowerment
• Accountability is a word on the wall vs. a lived behaviour

Technology can accelerate things, for sure... But what 'it' accelerates depends on the team climate you’ve already created.

Good climate → AI amplifies performance.
Poor climate → AI amplifies dysfunction.

That’s why we talk about 'Augmented Humans' at Elev-8.

AI should make great leaders even better, not try to replace the human capability organisations never properly built in the first place.

The future of HR isn’t human OR machine. It’s humans who know how to lead working brilliantly with machines.

03/03/2026

Most organisations don’t have a customer experience strategy problem... They have a consistency problem!

One team delivers brilliant experiences. Another delivers… “meh”.

Same brand. Same systems. Totally different outcome.

Here’s what we’ve learned doing this work for years...great CX can’t be a 'vibe' or a poster on the wall. It needs to be a behavioural blueprint, and it needs to be based on what actually drives the biggest return on effort.

One of the things we pride ourselves on at Elev-8 is the quality of our discovery. That’s where we find the levers that will move performance the most, without asking people to do 47 new things. 😅

We’re going to massively simplify the concept for you here, just as something to try if you're curious.

Thing to try: the 3×3 CX Blueprint (30 mins)

Pick one high-volume customer moment (complaint, cancellation, claim query, vulnerable customer... whatever shows up every day).

Then do a quick “mini discovery” before you design anything:

Listen to a small sample of interactions and segment them:
-a few high performers
-a few mid performers
-a few low performers

Now map the behaviours across three moments in the interaction (Start / Middle / End) …and capture three behavioural standards:

-what the high performers consistently do that works (your “good looks like”)
-what the mid group does that’s “fine but fragile”
-what shows up in low performance that you’d “never want to see” (often the real CX-saboteurs)

You’ll end up with a simple, coachable blueprint that’s grounded reasonably well, at least as a starting point to build from.

If you can then correlate what you’ve found with your CSAT/QA/NPS/complaints data, you’ve got something even better - a clear line of sight between behaviour and outcome.

If you’re investing in CX but still seeing huge variability team-to-team, don’t default to more 'blind' training. Define “good” using your best people, spot the “never-see” behaviours from your worst moments, then coach the levers with the highest return on effort.

If you want to explore this in more detail, we're happy to chat.

26/02/2026

AI is having its moment. And to be fair, it is amazing at the stuff that slows people down - ideation, first drafts, automation, turning a messy thought into something usable. It’s basically a shortcut through the blank page.

But here’s what’s becoming obvious:

AI still isn’t a one-stop shop. Most “real work” is a loop ... AI does a chunk, a human makes a judgement call, another tool gets involved, context gets layered in, then someone sanity-checks it against reality.

That’s why the organisations getting value aren’t the ones with the most licences. They’re the ones with the strongest human-in-the-loop capability.

Because the biggest blockers aren’t necessarily technical. They’re likely to be human.

People aren’t just thinking “how do I use it?”
They’re thinking: Is this cheating? Am I allowed? What if it’s wrong? Will I look lazy? Who’s accountable if it goes sideways?
That’s where leadership comes in.

If leaders don’t activate the climate for AI (permission, clarity, role-modelling, and a grown-up approach to risk), people either avoid it entirely… or use it quietly and inconsistently, which is how quality problems creep in.

Thing to try: “The Human-in-the-Loop focus” (10 mins, in any team meeting)

Agree this out loud as a team:

“We can use AI for speed… but humans own the judgement.”

Then set three simple rules in plain English:

1. where AI is encouraged (ideation, drafting, summarising, admin work)
2. where humans must take the wheel (decisions, customer impact, risk, sign-off)
3. what “good use” looks like (say when you’ve used it, sanity-check, don’t blindly paste copy, etc)

It sounds small, but it does something massive... it removes the awkward uncertainty that stops adoption and it protects quality!

In other words: we don’t need humans out of the loop. We need humans in charge of the loop.

If you want AI to lift performance (not just output volume), stop obsessing over tools and start building the climate that makes smart adoption normal.

24/02/2026

Quick one on inclusive leadership.

We believe in it. Properly. Fundamentally.

For many reasons - definitely not as a slogan - and absolutely as a performance differentiator!

And if your eyes roll at anything “DE&I” right now (apparently its a trending topic for L&D in 2026) … that's your choice.

It may be a hot potato in some organisations with the political influence, pariticularly from the US, around it making it harder to talk about without people 'picking sides'.

So let’s strip the labels off and talk about one of our simple meanings / translations when we talk about inclusive leadership:

-people feel safe to challenge
-different perspectives get surfaced early
-decisions get better (and faster)
-teams don’t waste energy in “meeting after the meeting” mode

And in our mind, that’s team climate.

Which links to a phrase we first heard in a team that couldn’t move forward:

“100% support.”

Not “100% agreement”.
100% accountability once the call is made.

Healthy teams debate hard before the decision.
High-performing teams commit hard after it.
Toxic teams nod… then quietly undermine later.

And here’s the nuance - you only get full commitment when people feel safe to disagree first.

Try this:

The 4C Close - 60 seconds at the end of any decision:

1. Challenge: “What have we not said that needs saying?”
2. Call: “What’s the decision, in one sentence?”
3. Commit: “What does 100% support look like in behaviour this week?” (name 2 actions)
4. Course-correct: “What signal/data would make us revisit?”

You get candour and momentum. Inclusion and ex*****on.

Call it inclusive leadership, call it performance hygiene ... either way, it’s worth championing. No judgement on labels. Big judgement on outcomes. 💪

19/02/2026

Most management development doesn’t fail because the content is “bad”.

It fails because it creates 'knowing', not 'doing'.

In Dropping the C-Bomb, we’re pretty blunt about the fix... Great leaders “forget abstract concepts and theories” and instead create clarity about what good looks like, then help people transfer it into real conversations.

And that only happens when coaching becomes part of the team climate (the day-to-day cues people experience in the “here and now”.)

Try this: Coaching in-the-moment (the 90-second version):

We call this coaching in-the-flow-of-work because it’s faster, more human, and it actually sticks.

Next time you spot a wobble, use COJ: Coaching Judgement:

-“I noticed you chose to do X…” (fact)
-“What were you aiming to achieve?” (intent)
-“How appropriate was the result you got?” (outcome)
-“What options did you consider?” (thinking)
-“Next time, what would you do differently?” (new thinking)

That’s straight from the book, because it does something most “feedback models” don’t... it coaches the thought process, not just the behaviour.

Why this matters?

Old-school monthly coaching is too infrequent (and leaders can’t recall enough detail anyway). The recency bias is real - coach closer to the moment, and capability builds faster!

If you’ve got managers who “know the model” but avoid the moment, don’t add more learning.

Add more in-the-moment coaching. It’s the cheapest performance lever you’ve got.

PS - not got a copy of the book yet? Grab one here - https://amzn.to/4bJtwWq?utm_source=facebook&utm_medium=Social%20post&utm_campaign=BAU

Address

27 Old Gloucester Street
London
WC1N3AX

Opening Hours

Monday	8am - 5:30pm
Tuesday	9am - 5pm
Wednesday	9am - 5pm
Thursday	9am - 5pm
Friday	9am - 5pm

Telephone

+443334048888

Website

http://www.elev-8.co.uk/

Alerts

Be the first to know and let us send you an email when Elev-8 Performance posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Want your business to be the top-listed Business in London?