The Better Us Project
Workplace
Leadership isn't measured by what you know.
It's measured by what changes because you chose to act.
A year-long, experience-led leadership journey for the emerging and middle managers who hold your organisation together, four immersive Leadership Summits, a Leadership Pack, real implementation challenges, and the Wolf Logic Leadership framework running through it all.
Learn together. Lead together. Grow together.
4
Leadership Summits
One full day of immersive, in person learning per quarter
365
Days of belonging
Your Leadership Pack and Game Changers Community, your support network
1
Platform included
BetterUs Workplace · whole team
Free
Wolf Logic, the book
RRP $39.95, yours to keep
Trusted by hundreds of organisations, including
The hardest leadership role often receives the least support.
Most leadership investment flows to two ends of the spectrum: early-career programs at one end and executive development at the other. What often gets overlooked is the group that turns strategy into action every single day, your emerging and middle leaders.
They lead former peers, often without ever being taught how. They facilitate meetings, navigate difficult conversations, influence without authority and shape the culture of your organisation from the middle. They absorb pressure from above, support the people around them and keep teams moving forward. Yet many do so with little dedicated leadership development and few opportunities to learn alongside others.
There are plenty of leadership programs. There are very few leadership communities. Leaders don't grow because they attend a workshop every few months. They grow because they belong to a community that challenges them, supports them and keeps them accountable between the learning. That's what Game Changers is designed to build.
You've invested in your executives. You've invested in your graduates. Now invest in the leaders who connect the two and shape what leadership looks like every day.
Every summit answers a bigger question.
Game Changers creates leaders who know themselves, know others, know teams, and know how to create change, a genuine progression, almost like earning four leadership badges across the year. Every concept is experienced live, in the room, before it's explained.
Q1 · Lead Yourself
Who am I?
Leadership begins before you lead anyone else
Q2 · Lead Relationships
How do I lead people?
Leadership moves at the speed of trust
Q3 · Lead Teams
How do I build great teams and create a thriving culture?
Culture is what teams repeatedly do
Q4 · Lead Change
How do I create meaningful change that lasts?
Leadership is put into action
Q1 you lead yourself. Q2 you lead people. Q3 you lead teams. Q4 you lead change.
Within a year, your managers haven't just learned about leadership, they've led themselves, their people, their teams and a real change project, and they can prove it.
Five principles, woven through every summit.
Game Changers is built on the Wolf Logic Leadership Framework, but it isn't five separate modules. The five principles, Ground Yourself, Spark Curiosity, Build Belonging, Align the Collective and Move What Matters, are woven through the entire journey. Across the four summits, leaders revisit each one through a different leadership lens and apply it in new ways as they grow. By the end of the year they're not something your leaders know. They're something your leaders do.
Ground Yourself
Anchors Summit 1, and returns on Summit 4, before the hardest decisions. Steadiness is a practice, not a personality trait.
Spark Curiosity
Begins with curiosity about yourself, becomes coaching questions on Summit 2, problem-solving on Summit 3, and innovation on Summit 4.
Build Belonging
Trust and psychological safety are the soil everything else grows in, built one relationship at a time on Summit 2, and holding a whole team together by Summit 3.
Align the Collective
Lives at the heart of Summit 3, but shows up in every relationship conversation from the first morning onwards.
Move What Matters
Starts on Summit 1 when you move yourself. Finishes on Summit 4 when you move your organisation.
Every summit answers one question every emerging leader carries.
Summit 1 · Q1
Lead Yourself
Who am I?
“Who am I becoming as a leader, and can I lead myself before I lead anyone else?”
Great leaders don't find themselves; they continually build themselves. You can't lead others consistently until you can lead yourself intentionally, so the year starts with identity before influence: personal values, self-awareness, emotional intelligence, energy management, psychological flexibility, and curiosity as a leadership habit. What assumptions am I making? What don't I know? How do I react under pressure? For managers making the hardest transition in any organisation, leading former peers, in the gap between executive vision and the floor, this day is the foundation everything else stands on.
By the end of the summit, each leader can…
- Articulate their leadership identity, what they stand for when the ground shakes, and use it as a decision filter under pressure
- Name the behaviours they consistently model, the ones they hope people notice but probably don't, and the assumptions about leadership they need to challenge
- Manage their own energy, mindset and presence deliberately, so the room gets their best self more often
- Spot where positive momentum is already happening in their team, where negative momentum is quietly growing, and the small action that shifts the direction
- Practise curiosity about themselves, the habit that later powers coaching, problem-solving and innovation
“I'm not the only one finding this hard, and I finally have a language for who I'm becoming as a leader.”
The feeling they leave with
Summit 2 · Q2
Lead Relationships
How do I lead people?
“How do leaders create trust, and hold it through the hard conversations?”
Leadership moves at the speed of trust. This is the most practical day of the year: psychological safety, real listening, coaching conversations, feedback, empathy, vulnerability, and the art of noticing. Who genuinely trusts me, and why? Who doesn't yet? Who have I unintentionally overlooked? When was the last time I changed my mind because I truly listened? Managers sit exactly where trust is built or broken, and this day gives them the practices to build it deliberately.
By the end of the summit, each leader can…
- Open, hold and land a difficult conversation they've been avoiding, knowing what they're afraid might happen, and what happens if they keep avoiding it
- Listen so people feel heard and understood, not simply answered
- Run coaching conversations that grow their people instead of solving for them
- Give feedback that strengthens the relationship rather than spending it
- Notice deliberately, effort, courage, kindness, improvement, and turn noticing into a leadership habit
“One conversation changed everything, and now I know how to have the next one.”
The feeling they leave with
Summit 3 · Q3
Lead Teams
How do I build great teams and create a thriving culture?
“How do I move a group of humans and turn my group into a team?”
Culture isn't what leaders say. It's what teams repeatedly do. Summit 3 zooms out from one-to-one leadership to the collective, exploring how leaders intentionally shape culture through shared purpose, team identity, rituals, meetings that matter, decision making, collaboration, healthy conflict and collective ownership. What behaviours are rewarded in my team, and which quietly go unnoticed? If someone watched our meetings, what would they believe our culture values? What are the first five minutes of every meeting communicating? This is the day leaders stop inheriting culture by accident and start designing it on purpose.
By the end of the summit, each leader can…
- Audit the traditions, rituals and stories within their team, identifying what should stay, what should disappear and what each silently teaches
- Redesign the meetings they lead to create energy, curiosity, connection and belonging from the very first five minutes
- Build team identity, shared purpose and a positive team culture that people genuinely want to be part of
- Use healthy conflict and collective ownership instead of polite silence and quiet resentment
- Read Behaviour Momentum across an entire team and choose the small interventions that create lasting cultural change
- Design simple, practical rituals that strengthen trust, celebrate success and reinforce the culture they want to create
“My team's culture isn't happening to me. I'm the one designing it.”
The feeling they leave with
Summit 4 · Q4
Lead Change
How do I create meaningful change that lasts?
“How do I turn leadership into action?”
The final summit is a capstone, not a farewell. It brings together everything participants have developed throughout the year: leading themselves with confidence, building trust, creating belonging, shaping culture, influencing others, implementing meaningful change and creating lasting impact. Instead of talking about change, participants have spent the quarter actually creating it, their own Game Changer Project, led inside their organisation, measured, and presented. They identify a meaningful opportunity, bring others with them, implement real change and reflect on the impact they've created. The journey culminates in the Game Changers Showcase, where every participant shares the honest story of their leadership, the challenges they embraced, what worked, what didn't, what they learned and the impact they created. Because nothing inspires leaders more than seeing what's possible when leadership is put into action.
By the end of the summit, each leader can…
- Lead a meaningful change initiative from idea through to implementation and evaluation within their own organisation
- Influence and inspire others without relying on positional authority, building commitment instead of compliance
- Turn strategy into action by creating momentum, overcoming resistance and leading with courage
- Measure success through meaningful evidence, reflection and real-world impact
- Present their leadership journey with confidence, sharing the lessons, challenges and outcomes of their Game Changer Project
- Leave with a clear action plan, a trusted leadership network and the confidence to continue creating positive change long after the program concludes
“I started the year just trying to keep up. I'm ending it with a project I led, proof it worked, and a Pack that outlasts the program.”
The feeling they leave with
Growing leaders who leave every person, team and organisation better than they found them.
Not another workbook. Something they keep.
Every participant receives the Game Changers Leadership Journal at Summit 1, somewhere between a journal, a field guide and a leadership playbook. Across the year it fills with reflections, challenge records, Pack commitments, coaching notes and project evidence.
By the final Showcase, they aren't just leaving with notes, they've built a portfolio of real leadership growth and tangible impact, in their own handwriting.
From the pages
“Who am I becoming as a leader?”
“What kind of leader did I need five years ago?”
“Who genuinely trusts me, and why?”
“What conversation have I been avoiding?”
“If someone watched our meetings, what would they believe we value?”
“What would I begin, if I was courageous for one year?”
Delivered by the people who built the framework.
Every summit is facilitated in person by the founders of The Better Us Project and Wolf Logic Leadership, not a rotating bench of contracted trainers reading a franchised script.
Dale Sidebottom
Founding Director, The Better Us Project
Dale Sidebottom is an internationally recognised play consultant and the visionary founder of The School of Play, The Better Us Project and ClassBreak. He has spent over two decades in the education and health sectors on a single mission: to illuminate the vital connection between daily play and improved mental health and wellbeing for schools, clubs, families, and corporations.
An accomplished author, Dale penned 'All Work No Play', '365 Days of Play', 'The Playful Astronauts' and 'Wolf Logic Leadership'. He also hosts the highly acclaimed Energetic Radio and The Overly Excited podcasts. He is a captivating TEDx speaker who has delivered his message face to face in 25 countries, consistently inspiring audiences with his innovative approach to fostering joy through play.
Paul Campbell
Director, The Better Us Project
With more than 25 years of experience leading people, developing leaders and building high-performing teams, Paul is passionate about helping organisations create cultures where people and performance thrive. His work focuses on leadership development, team culture, trust, wellbeing and human connection, equipping leaders with practical strategies that create lasting impact.
Paul has worked alongside professional athletes and coaches at organisations such as the Collingwood Football Club, bringing the principles of elite sport into leadership, team culture and organisational performance. Today, he partners with schools and organisations across Australia and internationally, helping leaders build resilient, connected teams and workplaces where people genuinely want to belong.
2012
Established
25+
Countries reached
100,000+
Lives touched
600+
Organisations reached
Don't take our word for it.
“Spending the day with Dale and Paul is akin to the feeling you get an extra pump of chocolate sauce on your sundae. The most positively infectious duo I've ever met. They didn't stop smiling for 4 hours straight whilst being challenged simultaneously.”
Laynton Allen
Managing Director, KidsCo Australia
“Dale's keynote was the opening session at PowerUp Conference! and we couldn't have asked for a better start. Within the first few minutes he had the audience moving and laughing, and having fun. Dale was high energy, dynamic, and entertaining AND he provided simple practical tips and ideas that we can all use every day to support our mental health and wellbeing. The audience loved him.”
Tania Cotter
CEO, Physical Education New Zealand
“Unprecedented times, yet one thing stays true, people want to find happiness and joy in life. Dale and Paul did such a great job with our staff, we put on a second session for our clients and supporters. I could not speak highly enough of what Dale and Paul put together. So much gratitude for The Better Us Project, thank you.”
Jason Fisher
Managing Director, CRMA
“We all need to take time out to appreciate the people around us and take some time to appreciate everything we had. Having Dale engage with us gave everyone inspiration to be the best they can be and was so refreshing to hear about Dale's journey and how we can all benefit from positivity. Thanks Dale!”
Dave Smith
Senior Program Manager, Motorola Solutions
“Dale's workshop single-handedly changed the morale of our team. We practice 5 minutes of The Better Us Project every morning in our stand up meeting. It sets everyone up in a uniquely positive mind frame to start the day.”
Mike Davies
Global Investment Director, Mars Foods Chicago
The summits set the direction. The pack builds the habit.
Steal a page from sporting teams: people don't improve because they attend training once a quarter. They improve because they belong to a team between training sessions. This layer is the difference between a workshop series and a movement.
Your Leadership Pack
4–5 leaders from different organisations, a pack name, shared commitments, quarterly Pack meetings, a private channel, peer coaching and accountability between summits.
The Leadership Journal
Somewhere between a journal, a field guide and a leadership playbook, reflection prompts, challenge records and evidence of growth, built across the whole year.
Implementation challenges
One real challenge per quarter, the Noticing Challenge, Trust Builders, the meeting redesign, the Game Changer Project, applied at work, then debriefed with your Pack.
Measured growth
A pre/mid/post leadership pulse plus engagement, connection and wellbeing measures, your ROI story, evidenced at the Showcase.
Not four workshop days. Twelve months of belonging.
Game Changers isn't a course, it's a 365-day system. One enrolment develops the leader and transforms the team, for a full year, all on one framework.
Wolf Logic, the book
RRP $39.95, free for every participant
Not a bonus; the curriculum spine. Every participant keeps their own copy from Summit 1, the complete Wolf Logic framework, dozens of ready-to-run practices, and the manual they return to for years.
4 immersive Leadership Summits
One per quarter, in-person · 24 contact hours
High-energy, hands-on, zero death-by-slide-deck. Every concept is experienced before it's explained.
The Game Changers Leadership Journal
Presented at Summit 1, built all year
A journal, field guide and playbook in one, where reflections, challenges, coaching notes and project evidence accumulate into a portfolio of real leadership growth.
Leadership Packs + coaching
4 virtual Pack meetings + 4 coaching calls
Leadership can be lonely, especially in the middle. Your Pack, 4–5 trusted leaders from different organisations, is the team you belong to between the summits, with a virtual Pack meeting each quarter and the Game Changers Community Hub for resources and connection in between.
BetterUs Workplace
12 months, whole team, free
The daily habit layer, built on the exact same Wolf Logic framework the program teaches, so what's learned at the summit runs in the app on Monday.
Game Changers recognition + alumni network
Earned at the Showcase, for life
Earned on delivery of a real, measured Game Changer Project and Showcase story, not attendance alone, plus a cross-organisation network that outlasts the program.
The summits are the spark. The pack is the belonging. The journal is the evidence. BetterUs Workplace makes it daily. Together they turn a course into a movement.
One leader grows. Three circles feel it.
For the leader
- Knows who they are as a leader, and leads from it under pressure
- Can build trust, hold hard conversations and coach their people
- Has designed their team's culture on purpose, rituals, meetings, recognition
- Has led a real, measured change project end-to-end
- Leaves recognised as a Game Changer, with a Pack and a portfolio to prove it
For their team
- Psychological safety you can feel on a Monday
- Meetings redesigned to create energy, curiosity and belonging
- Honest dialogue as the norm
- Measurable lifts in engagement, connection and wellbeing, tracked live in the app
For the organisation
- A management layer that learns together, leads together, grows together
- Retention of your best emerging talent, this is a retention lever
- A succession pipeline of future senior leaders
- Real change projects delivered inside the business, during the program
- A shared leadership language that scales culture as you grow
Who should you nominate?
The best fit isn't always the person with the biggest title. It's the person already shaping how your teams feel and perform.
If two or more of these sound like someone on your team, they're likely a great fit for Game Changers.
Not your average leadership day.
A standard program
Game Changers
Format
A one-off 1–2 day offsite
A 365-day leadership journey, 4 summits across a full year
Behaviour change
Fades within weeks of the workshop
Compounds via Packs, coaching and quarterly implementation challenges
Community
Ends when the room empties
A Leadership Pack of 4–5 trusted peers, meeting all year
Daily platform
None, the learning stays in the room
BetterUs Workplace · whole team, 12 months
Framework
Generic slide-deck theory
Wolf Logic, five principles, woven through every summit
Evidence & ROI
A feedback survey, if that
A measured Game Changer Project + pre/mid/post pulse data
Who it's built for
Generic leadership content for anyone
The neglected middle layer, specifically
Price for comparable contact time
$5,000–$15,000+
$2,900 per leader, for the full year
Format
A one-off 1–2 day offsite
A 365-day leadership journey, 4 summits across a full year
Behaviour change
Fades within weeks of the workshop
Compounds via Packs, coaching and quarterly implementation challenges
Community
Ends when the room empties
A Leadership Pack of 4–5 trusted peers, meeting all year
Daily platform
None, the learning stays in the room
BetterUs Workplace · whole team, 12 months
Framework
Generic slide-deck theory
Wolf Logic, five principles, woven through every summit
Evidence & ROI
A feedback survey, if that
A measured Game Changer Project + pre/mid/post pulse data
Who it's built for
Generic leadership content for anyone
The neglected middle layer, specifically
Price for comparable contact time
$5,000–$15,000+
$2,900 per leader, for the full year
Priced for a year. Built for a career.
Four full days out of the office is the objection. A year that changes how your managers lead every other day, with a real, measured change project delivered inside your business along the way, is the answer.
Individual
$2,900
per leader / year (+GST)
- All 4 Leadership Summits
- Wolf Logic, the book + the Leadership Journal
- Leadership Profile + debrief
- A Leadership Pack + 4 coaching calls
- BetterUs Workplace (whole team, 12 months)
- Game Changers recognition, earned at the Showcase
Team
$9,900
for 4 leaders (~$2,475 each, +GST)
- Everything in Individual, ×4
- Leadership works in packs, send the team, multiply the effect
- One shared BetterUs Workplace licence
- A cohort that already shares a leadership language
In-house / closed cohort
From $39,000
up to 20 leaders (+GST)
- One organisation, delivered on-site
- Tailored to your context and challenges
- Alignment happens in the room
- Pathway to an executive-level workshop
Custom enterprise partnerships are available for multi-cohort roll-outs across a management layer, with executive sponsor reporting. Get in touch and we'll scope it together.
Asked by every executive sponsor. Answered.
Why take our managers out for four full days?+
Because you're not buying four workshop days, you're investing in twelve months of belonging. Comparable open-enrolment management programs from business schools and consultancies run $5,000–$15,000+ for less contact time, no peer Pack, no daily platform, and no measured capstone project. And unlike a two-day offsite that fades by month's end, Game Changers is a year of compounding behaviour change: every summit is followed by a real implementation challenge, applied at work and debriefed with a Pack, with the data to prove what changed.
Who exactly is this program for?+
Team leaders, supervisors, newly promoted managers, high-potential individual contributors on the leadership track, and project or function leads, the mid-level managers who run the engine room. It works across sectors: professional services, technology, healthcare, retail, manufacturing, government and not-for-profit. Senior leaders are welcome too, either alongside their managers or in their own stream.
What is a Leadership Pack?+
Leadership can be lonely, especially in the middle, imagine being the only team lead in your function, absorbing pressure from above and below. Your Pack is 4–5 trusted leaders from different organisations: a pack name, shared commitments, quarterly Pack meetings, a private channel, shared implementation challenges, peer coaching, accountability, and celebration of wins. People don't improve because they attend training once a quarter. They improve because they belong to a team between the training sessions.
Is this “soft skills”, or serious leadership development?+
It's built on the Wolf Logic framework and grounded in behavioural science, including the psychological-safety research behind Google's Project Aristotle, the number-one predictor of team performance. Recognition as a Game Changer is earned, not attended: it requires delivering a real, measured change project inside your organisation and presenting it at the Showcase. Leadership isn't measured by what you know, it's measured by what changes because you chose to act, and this program is built to evidence exactly that.
Can this run in-house, just for our organisation?+
Yes. Alongside the open, cross-organisation cohort (a genuine feature, managers rarely get honest peer conversation outside their own walls), we run closed, in-house cohorts of up to 20, delivered on-site and tailored to your context. Enterprise partnerships with multi-cohort roll-outs and executive sponsor reporting are also available, reach out and we'll scope it together.
What support happens between the summits?+
This is where the behaviour change actually compounds. Each quarter carries a real implementation challenge, the Noticing Challenge, Trust Builders, the meeting redesign, and finally the Game Changer Project. Packs meet to debrief, a whole-cohort coaching call runs each quarter, the Leadership Journal keeps the reflection alive, and BetterUs Workplace keeps the framework live in the flow of work every single day.
What evidence do we get at the end of the year?+
A completed, measured Game Changer Project delivered inside your organisation, real change, during the program, not after it. Plus a pre/mid/post leadership pulse with engagement, connection and wellbeing measures, a year of Journal evidence, and the Showcase story itself: the ROI narrative your leader presents, and you take back to your executive sponsor.
Can our leaders claim CPD hours for this?+
Game Changers isn't formally accredited by an external body, but it is a substantial, structured commitment: 34 hours of professional development across the year, 24 hours across the four Leadership Summits, 4 hours of coaching, and 6 hours of peer Pack meetings. Many professional bodies accept self-reported CPD hours for structured development like this; check your own body's requirements, and we're happy to provide an attendance and completion letter to support a claim.
Bring Game Changers to your leaders.
We keep every cohort intentionally sized, small enough that the peer conversation stays honest and the room stays connected, never so large it becomes a lecture. Applications are reviewed on a rolling basis. Tell us about your organisation and we'll reply within one business day with cohort dates, the full program guide, and custom options for your team.
- Applications reviewed within 1 business day
- Cohort sizes kept intentionally small to protect the dynamic
- Custom pricing for teams, in-house and enterprise
- Built on the Wolf Logic framework
Not ready to talk yet? Take the one-pager back to your team.
Download the one-page guide (PDF)The next move
Leadership isn't measured by what you know. It's measured by what changes because you chose to act.
Four summits. A pack. A journal. A real project. A year of belonging, for the people who hold your organisation together.