Stop Aligning. Start Integrating.
The operating system and framework every consultant sells you was broken before you bought it. Culture and strategy were never meant to be aligned. They were always meant to be one.
It's Time to Lead Different
How to build a world-class business people line up to work for.
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Still trying to guess which matters more — culture or strategy?
There's a reason you're exhausted.
You won't take our word for it.
You shouldn't have to.
On March 25 you'll hear directly from CEOs who sat where you're sitting — running good businesses that were quietly being held back by the same separation this page describes. They made the shift. They're coming to tell you what actually changed.
Not a case study. Not a testimonial video.
Live. In the room. Answering real questions.
Steve Gilbert
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David Judge
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Cameron Levick
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Gavin Keeley
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Ask your leadership team this question — right now.
"How exactly did our values drive our strategic decisions last quarter?"
Not aspirationally. In decisions.
If the room goes quiet, you don't have alignment. You have aspiration. And aspiration doesn't scale.
They're still building on
industrial-era logic.
- Strategy lives at the top. Culture lives in HR.
- Two budgets. Two conversations. One org pretending it's aligned.
- Strategy workshop in Q1. Culture workshop in Q2. Surprise in Q3.
- Budget meetings become philosophical arguments.
- Hiring defaults to the best résumé, not the right behavioural fit.
- When revenue dips, values quietly disappear.
- Purpose defines the problem you exist to solve.
- Values define how decisions get made — in real time.
- Behaviour filters strategic choices before they escalate.
- Strategy becomes quarterly execution priorities.
- Execution reinforces culture. Closed loop.
- The system holds the team. Not the other way around.
This isn't better alignment. It's a different architecture.
And architecture always wins over intention.
Not a notebook full of theory.
A working diagnosis of your business.
This is a working session. You will leave with something you can use on the same day.
This event is not for everyone.
It's built for a specific kind of leader.
You're in This is for you if...
- You lead a business of 20–200 people and can feel the friction between what you say you stand for and how decisions actually get made.
- You've tried EOS, Scaling Up, or similar frameworks and found they gave you structure without coherence.
- You're carrying the weight of being the glue — and you want to build something that holds without you holding it together.
- You've grown your revenue and privately noticed it hasn't solved the culture problem.
- You're willing to hear something uncomfortable if it means building something that actually works.
Not for you Skip this if...
- You want motivational content and a good breakfast. We won't deliver that.
- You're looking for a quick fix, a new template, or a plug-and-play system.
- You believe culture is HR's job and strategy is the leadership team's job — and you're not ready to question that.
- You want validation that what you're doing now just needs tweaking.
Dave Clare
Chief Evolution Officer & Founder · Circle Leadership GlobalI started helping leaders uncover purpose in 2001 — before it was fashionable, before it was monetised, before it was a workshop with a catered lunch.
We were talking about evolution in 2017 while the market was still obsessed with growth. In 2018 I built Circle Leadership on one conviction: culture and strategy are one integrated behavioural system — not two things to be aligned, but one thing to be designed.
Author of humAIn: How AI is Making Workplaces More Human and It's Time to Lead Different. International Chair, Intercontinental Chamber of Commerce.
Not one client has chosen to go back to separating culture and strategy. Not one.
uncover purpose
integration architecture
UK, CA, USA
integration model
to separating the two
The company can now move forward in good hands that don't always need to be mine.
Once we clarified who we were and what we were about, the lights came on across the whole company.
Providing a safe environment for decisions created cultural ownership and productivity gains without asking for anything extra.
Brisbane.
March 25, 2026.
A business breakfast for leaders who are done pretending aspiration is architecture. This is not a keynote. Not a product pitch. Not a motivational talk.
It's a working session.
- Tuesday, March 25, 2026
- 7:00 AM – 9:30 AM (Breakfast served from 6:45 AM)
- Brisbane CBD — venue details confirmed on registration
- Small room. Real conversation. No theatre.
Working Session
- → Full integration model mapped live
- → Structural separation diagnostic
- → Your context-specific integration picture
- → Breakfast + networking with peer CEOs
- → Copy of It's Time to Lead Different
Once it's full, it's full. No waitlist.
Straight answers.
No. This is a working session. You will leave with a diagnosis and a clear picture of what integration looks like in your business. What you do with that is entirely up to you. There will be no sales pressure in the room — that's not how we work and not how we've built a zero-attrition client base across five countries.
Those frameworks give you operating structure. They are built on industrial-era logic where culture and strategy are separate inputs. Integration is a different architecture entirely — it treats culture and strategy as one closed-loop behavioural system. You won't be adding this to what you already have. You'll be understanding why what you already have keeps producing friction.
That depends on whether the questions in the problem section above stopped you cold. If you calculated a cost of inaction that made you uncomfortable, then yes. Circle Leadership operates across Australia, New Zealand, the UK, Canada, and the USA — leaders have travelled further for less. A morning flight and a working session that changes how your business is designed is worth the trip.
The integration model was built for and refined across 20–200 person businesses. Large enough that the separation problem is visible and costly. Small enough that the founder or CEO still has the authority to change the architecture. If you're outside that range, reach out directly — the principles apply at other scales, but the specifics shift.
Because the quality of the conversation degrades at scale. A room of 200 people gets a keynote. A room of 30 gets a real working session where you can say what's actually happening in your business and get something useful back. We keep it small so the conversation stays real. Once it's full, it's full — there's no second intake for this event.
If the room goes quiet,
you have your answer.
Ask your team how your values directly drove last quarter's strategic decisions. Not philosophically. In practice. March 25 is where that silence ends.
Seats are limited. Once it's full, it's full.
P.S. — Try the test before you register. Ask your leadership team how your values directly drove last quarter's decisions. Not aspirationally. In decisions. If the room goes quiet, you have your answer — and March 25 is where that silence ends. Seats are limited. Register here.
