If you run a firm where judgement, pace, and client pressure are daily reality, you already know the risk.
It is not always the obvious breakdown.
It is the slow drift.
More errors. Shorter tempers. Poor sleep. A sharper edge at home. Less patience with teams. Then absence, attrition, or a costly mistake.
MOT Days are a practical way to catch that early and put a structure in place that your leaders can actually follow.
An MOT Day is a structured one-day intervention for senior people.
It combines:
A clear self-assessment tool
A guided diagnostic conversation
A practical plan that fits the person’s real workload
Follow-up to make sure it holds under pressure
This is coaching, not therapy.
It is designed for people who are still functioning, but carrying too much.
MOT Days work well for:
Newly promoted leaders who are stepping up in responsibility fast
Partners, directors, and senior managers in high-pressure roles
Teams that look fine on paper but feel stretched in the room
Firms that want a serious wellbeing approach without “wellness theatre”
Common sectors:
Professional services, legal, finance, tech, consulting, and operational leadership teams.
We use two foundations and five pillars. Simple. Direct. Useful.
Foundations
Your why: what matters now, not what used to drive you
Your identity: who you are outside the role, and where you have over-attached to work
Pillars
Move. How your body is coping with the pace.
Rest. Recovery that works in real life.
Consume. What you are feeding your system, including information.
Boundaries. What you allow, what you stop, what you protect.
Relationships. The people who charge you, and the ones who drain you.
This is not a cookie cutter checklist. It is built around your situation, your constraints, and what you can actually sustain.
A strong fit for firms where people step into bigger roles quickly.
We run a one-day MOT as part of onboarding for:
New managers
New directors
New partners
It gives them a clear operating plan for the next 90 days, before the strain becomes normal.
Small group format for senior leaders.
High trust. Clear rules. Practical outputs.
Useful when you want shared language and consistency across a leadership layer, without forced “team bonding”.
A short session for a wider group, then MOT Days for the leaders who opt in or are nominated.
This keeps the front end efficient, while protecting confidentiality in the deeper work.
For some firms, the right answer is a retained relationship, not one-off delivery.
A regular presence, small number of leaders, measured progress, and a steady hand.
A one page plan you can follow.
Your personal “operating rules” for the next 30 days.
A clear boundary to hold.
A workload lever to pull, so you stop carrying everything.
A short set of practices that fit your life, not an idealised version of it.
Most people do not need ongoing hand holding. They need a clean reset, then accountability.
You also get a short follow up check in to keep the plan honest and adjust it based on what happened in real life.
If you want deeper work after that, we can discuss it. If you do not, you still leave with something you can run.
Confidentiality is built in.
We do not sell “community”. No dependency model.
No referral kickbacks. If we recommend outside specialists, it is because they are credible and fit for purpose.
If someone needs clinical support, we say so and help point them to the right pathway.
If you want to talk it through, apply and I will come back with next steps.
You will be asked a few direct questions. That is deliberate.
It keeps this right for you, and it keeps the standard high.