What is the ROI of a leadership program and how can we justify the cost to our business?
We understand that leadership training is a significant investment. Our approach is built on tangible, measurable results. We are a safe pair of hands, providing a foundation of rigorous, evidence-based data with our proprietary Program Impact Report and Team Social Agility Index Report. We then combine this with practical, real-world application making sure the skills learned translate into visible shifts in behaviour and business results. This blend of structured measurement and hands-on practice proves the value of your investment.
Our leaders are performing well, so why is leadership training a priority right now?
The reality is that what got your leaders ‘here’ may not get them ‘there’. We help you hit the pause button to prepare for what’s next. Our programs are designed to address the modern workplace by combining scientifically-backed research with flexible, real-world tools. We help your leaders build the organisational agility needed to proactively navigate the inevitable challenges ahead, turning potential issues into strategic advantages.
Our busy leaders don’t need a generic, ‘one-size-fits-all’ program. What makes your leadership training effective?
Our approach is the opposite of a generic program. We blend expertise from extensively researched methods—including personal diagnostics like DiSC, CliftonStrengths, Strengths Profile or Korn Ferry —with innovative, hands-on experiences. Our training is fun, immersive, and social, providing the “chaos to push the sides” and make learning stick. We take the time to understand your business to ensure our programs are 100% relevant to your leaders, your organisation, and your industry, making the learning highly effective and engaging.
I need to get internal buy-in. Can you help me build a compelling business case?
We act as your trusted partner throughout this process. We provide the solid process that makes your case easy to present. Our detailed client deliverables, from the initial Proposal and Quote to the Learning Canvas and comprehensive Program Impact Report, provide all the data you need to build a compelling case. We give you a clear, structured framework to confidently present your business case and secure internal buy-in.
Why choose Social Agility over a larger, more well-known leadership training provider?
While larger providers may have a bigger brand, we offer a level of focused expertise that is unmatched. We provide a unique approach by combining rigorous, evidence-based thought leadership with live and recorded simulations and peer-to-peer communities to create a learning experience that is both scientifically sound and deeply practical. This commitment to both solid process and innovative application results in real, lasting change.
What does Social Agility mean?
Social Agility is the essential human capability that integrates Social Intelligence with Professional Agility to drive collaborative, effective responses in complex, high-change environments.
The term was originally coined by Dr. Jon Hopwood through his PhD research in 2012, which explored the intersection of social creativity—the collaborative, adaptive, and human aspects of professional interaction—and the agile responsiveness required to thrive in modern workplaces.
As a hybrid capability, Social Agility requires:
- Social Intelligence – the ability to understand and manage interpersonal relationships with empathy, insight, and awareness of social cues.
- Professional Agility – the ability to respond effectively to changing environments, expectations, and systems while maintaining alignment with purpose and performance.
This research-driven concept positions Social Agility as more than a soft skill—it’s a measurable, behavioural capability that enables leaders and teams to perform with authenticity, adaptability, and awareness. It is assessed across ten key dimensions within the Social Agility Index, including Situational Awareness, Presence, Empathy, Resilience, and Adaptability—all critical for navigating the social complexity of today’s professional world.
Who is Social Agility?
Social Agility is a specialist leadership development company based in Australia, founded in 2009. Our team brings together deep expertise in learning design, communication, culture, and social creativity—drawing on disciplines like the arts, philosophy, ethnography, history, and well-being to support whole-of-self leadership.
We don’t teach leaders what to think. We help them understand themselves—so they can lead with clarity, courage, and human connection in a fast-changing world.
What does your company name and logo represent?
Our name reflects our mission: to build socially agile leaders who thrive in dynamic environments.
The trademarked logo carries two design elements:
- The rainbow swoosh in the word “Social” represents the colour, complexity, and humanity of people. We embrace diversity and the imperfect, beautiful messiness of being human.
- The bold lines in “Agility” signal movement and adaptability—core to leading through change.
Together, they embody the heart of our business: developing human-first leaders for a fast-changing world.
What makes your leadership programs different?
Our leadership programs are human-first, immersive, and designed to create meaningful change—not just tick a training box. We don’t just deliver content—we design experiences that unlock self-awareness, emotional intelligence, and interpersonal capability.
What sets us apart is how we combine rigorous, evidence-based tools with the art of facilitation and whole-of-self learning design. We draw not only from behavioural science, but from a rich tapestry of disciplines: social creativity, philosophy, the arts, history, ethnography, and well-being. This creates learning that’s not only practical and relevant—but deeply human and memorable.
Here’s what you can expect:
- Practical, immersive experiences—not theoretical lectures
- Diagnostics and simulations that reveal blind spots and build real-world capability
- A multi-dimensional approach that engages different learning styles through reflection, discussion, storytelling, visuals, and live application
- Programs co-created with you, so they feel authentic to your culture and goals
- Facilitators who walk the talk, bringing depth, warmth, and proven expertise
We believe leadership growth doesn’t happen in a vacuum. It happens in motion—when people feel seen, challenged, and supported. That’s what we deliver.
What leadership levels do you support?
We support leadership at every stage—from emerging talent to executive influence.
Our programs include:
- Youth Leadership (ages 12–17): Peer-led programs developed by youth, for youth—focusing on self-awareness, values, collaboration, and confidence.
- Self Leadership (ages 17–22): Designed for early adults navigating university, vocational pathways, and the workforce. Includes tailored support for international students and a strong focus on employability and human capability.
- Emerging Leadership: For first-time people leaders or high-potential talent transitioning from technical expert to leader.
- Middle Leadership: For experienced managers leading across functions—focused on trust, communication, accountability, and performance.
- Senior Leadership: For senior leaders influencing across systems—focused on strategy, engagement, stakeholder navigation, and leadership presence.
- Future Leadership: For succession candidates and executive-ready talent preparing for critical future roles.
- Legacy Leadership: For seasoned leaders transitioning to mentoring, sponsorship, or legacy leadership roles.
We also offer targeted Executive Development Masterclasses focused on specific human leadership skills.
Are your training programs customisable?
Yes. Every program is co-designed with our clients to reflect your context, capability priorities, and culture. We tailor:
- Learning themes
- Diagnostic tools
- Simulations and delivery format
This ensures high relevance and deep engagement.
How do you meet diverse learning styles?
Our multi-dimensional design supports all learners. We blend:
- Diagnostics and data
- Storytelling and discussion
- Simulation and feedback
- Self-reflection and peer learning
- Visual tools and application challenges
We also draw from a broad base of disciplines—not just behavioural science, but the arts, social creativity, anthropology, history, and well-being. This helps us bring leadership development to life in a whole-of-self, human way.
What diagnostics do you use?
We use a blend of trusted tools to build self-awareness and spark insight, including:
- Social Agility Index (our proprietary interpersonal effectiveness tool)
- DiSC®
- CliftonStrengths
- Strengths Profile
- Korn Ferry
- 360-degree feedback tools
These tools help leaders identify patterns, strengths, blind spots, and development focus areas.
What are leadership simulations?
Leadership simulations are immersive, high-impact learning experiences that place leaders in realistic, high-stakes scenarios—such as giving tough feedback, navigating stakeholder conflict, or leading through change.
Each simulation is carefully designed to reflect the human challenges of leadership. Participants practise their responses in the moment, then engage in structured reflection, feedback, and coaching.
Simulation formats include:
- Live simulations with professional actors and real-time feedback
- Peer role-play with observation, debrief, and coaching
- Recorded video responses, reviewed by facilitators and peers
These experiences mirror the complexity of real leadership moments—helping leaders experiment safely and build skill with speed.
Why are simulations important in leadership development?
Simulations create a safe stretch zone. They offer a rare chance for leaders to practise new behaviours under pressure—without real-world consequences.
This experiential approach drives deeper learning by:
- Making abstract concepts tangible
- Creating emotional connection and memory
- Providing structured, personalised feedback
- Bridging insight into action
As our participants often say: “It felt uncomfortable—in a good way.”
It’s this blend of pressure, safety, and feedback that makes simulations one of the most powerful tools for building leadership capability.
Can simulations be adapted for different groups or delivery formats?
Yes. Our simulations are co-designed with you and tailored to your leaders’ context, seniority, and real-world challenges. We can adjust:
- Scenario complexity
- Industry or organisational context
- Delivery mode (in-person, virtual, hybrid)
- Feedback format (peer, facilitator, actor)
Whether it’s a first-time manager or senior executive, we ensure the experience is challenging, relevant, and constructive.
What makes Social Agility simulations unique?
Our simulations are designed through the lens of social agility—not just technical competence. That means we focus on the human dynamics that make or break leadership in the moment:
- Navigating emotions
- Reading the room
- Speaking with clarity under pressure
- Responding to ambiguity or conflict
- Leading with presence, not just process
We bring in diverse insights from behavioural science, communication theory, storytelling, and the arts to design rich, emotionally engaging experiences that leaders remember—and apply.
How do you ensure training quality?
All facilitators and coaches go through our in-house Social Agility training, and are chosen for their:
- Experience
- Cultural fit
- Warm, practical facilitation style
Our team has worked with over 100+ organisations globally, across industries and leadership levels.
How do you measure the impact of your leadership programs?
We take a multi-dimensional approach to measurement—capturing impact at the individual, team, and organisational levels. Every program includes a Program Impact Report, which provides a clear picture of change over time.
We measure shifts in:
- Learner Confidence & Capability: We use validated pre/post scales to track growth in leadership confidence, self-awareness, communication, and interpersonal effectiveness.
- Behavioural Change: We assess how learning translates into real-world shifts in behaviour—using simulations, feedback loops, and manager insights.
- Organisational Alignment: We align learning outcomes to your business priorities and cultural goals—showing how leadership growth contributes to strategic outcomes.
- Financial ROI: While leadership development is a long-term investment, we work with you to track indicators like engagement, retention, team performance, and manager effectiveness to show tangible value.
What is the Social Agility Index?
Modern workplaces are busy, high-stress, complex environments. Technology is everywhere. In a world where AI and machines prevail, human, interpersonal leadership skills are more important than ever. The Social Agility Index is a human skills measurement tool designed in collaboration with Swinburne University’s CXI Research Group.
The Index is an ongoing survey and performance metric that measures the interpersonal effectiveness of individuals, teams, organisations, and industry sectors. More than 1400 people have completed the Index from a range of industries, and this number continues to grow, offering a robust performance comparison metric for your business. The tool specifically evaluates the current interpersonal performance of you and/or your team against a range of key indicators.
What are the key areas measured by the Social Agility Index?
The Social Agility Index measures an organisation’s collective ability by assessing individuals and teams across ten proprietary dimensions that form the basis of Social Agility.
These dimensions are strategically grouped to reflect and measure two core capabilities, offering insight into both the “reading” and “responding” aspects of human performance:
- Social Intelligence: This area focuses on human insight and building collaboration. It assesses the ability to understand and manage relationships.
- Professional Agility: This area focuses on adaptability. It assesses the ability to respond effectively to change and navigate unpredictable and complex situations.
By analysing your results across these ten dimensions, the Index provides data-driven insight that informs future strategies in key areas such as professional and leadership development.
What is the history of Social Agility and the research behind it?
Social Agility is not just a marketing term; it is an evidence-based concept derived directly from rigorous academic research and over 15 years of practical application. Our foundation in peer-reviewed science distinguishes us from generic leadership training providers.
1. The Origin: Strategic Thinking & Creativity (2012)
The concept originated from Dr. Jon Hopwood’s PhD thesis, submitted in 2012. His research investigated the intersection of strategic thinking and the creative process in dynamic, human-centric industries. You can view his academic research profile here.
- The Key Insight: The research revealed that for organisations to thrive amid chaos, they must move beyond “tactical” responses and adopt a collective, collaborative, and adaptable approach to strategy.
- Read the Research: Strategic Thinking and the Creative Process in Event Management (PhD Thesis)
2. The Evolution: Linking Social Intelligence to Process (2014)
Following the PhD, Dr. Hopwood expanded his research to explore how Social Intelligence—the ability to navigate complex social interactions—acts as a critical enabler for the creative process.
- The Findings: This work demonstrated that “social creativity” (groups working together) is the primary driver of innovation in the modern economy, and that this process relies heavily on empathy, intuition, and collaboration.
- Read the Research: Social Intelligence and the Creative Process (Conference Paper)
3. Coining “Social Agility” (2016)
In May 2016, we formally rebranded from the Institute of Live Communications to Social Agility to reflect this unique synthesis of research. The name combines our two foundational truths:
- Social: Drawn from “Social Creativity,” acknowledging that leadership and innovation are inherently human, social phenomena.
- Agility: Drawn from the need for “Agile Responsiveness,” acknowledging that modern leaders must be flexible and adaptive to survive.
Today, this research forms the backbone of our Leadership Training Programs, ensuring that every session, simulation and tool we use is grounded in proven behavioural science.
How is your methodology validated by university collaborations?
Our methodology goes beyond theory; it is built on rigorous testing and ongoing collaboration with academic institutions. Over the years we have collaborated with Swinburne University across three key areas:
1. The Social Agility Index (Scientific Rigour): The Social Agility Index was designed in collaboration with Swinburne University’s CXI (Customer Experience & Insight) Research Group. This collaboration ensured that the Index was developed as a statistically valid measurement tool, capable of providing robust performance data rather than just anecdotal feedback.
2. Thought Leadership (Innovation & Ideas): Our expertise is trusted by academia to guide industry thinking. In 2020, Dr. Jon Hopwood was featured in Swinburne’s “Innovation and Ideas Series,” where he shared critical insights on navigating leadership challenges during a crisis.
3. Ongoing Academic Fellowship: This relationship is active and enduring. Dr. Jon Hopwood currently serves as an Adjunct Industry Fellow at Swinburne University. In this role, he continues to bridge the gap between academic research and practical industry application, ensuring Social Agility remains at the forefront of human skills development.
Are your leadership programs accredited?
Yes. We are proud to announce that our Emerging Leadership Program has been officially accredited by the Institute of Leadership.
This accreditation validates that our program content, learning design, and delivery meet rigorous international standards for leadership development.
Our Commitment to Excellence: We are currently in the process of submitting our full suite of seven leadership programs for accreditation. This ensures that every stage of our leadership pathway—from Youth Leadership through to Legacy Leadership – is independently verified for quality and impact .
What this means for you:
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Quality Assurance: Independent validation that our “human-first” methodology translates into professional-grade outcomes.
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Global Recognition: Alignment with a recognised professional body dedicated to the practice of leadership.