Catalysing Performance
Strategic support for the moments that matter most.
We work with life sciences teams at critical inflection points — when clarity, pressure, and delivery all hit at once.
From preparing for launch to navigating brand reset or managing portfolio exits, we help biotech, medtech, diagnostics, and pharmaceutical companies move from plan to performance.
Whether the strategy is half-formed or fully locked, we embed with your team to align thinking, pressure-test assumptions, and build the capability that makes execution stick.
Launch planning, investor GTM, and cross-functional readiness
Reprioritising brands and redesigning execution
Simplifying portfolios without disrupting teams or stakeholder trust
How We’re Different.
Simplifying without disrupting teams or stakeholder trust
Embedded, not advisory
Percepta Vision™ to surface the real risks
Capability built in — not bolted on
Strategic Precision, Human Focus.
goal: to make your strategy deliverable
off-the-shelf plans: every engagement is tailored to your challenge
%
of projects embed Percepta Vision to uncover hidden blockers
%
of clients are senior leaders who re-engage us at their next inflection point
hours saved by aligning the right people around the right priorities
Because it’s not how many launches you’ve done that matters — it’s how many delivered lasting impact.
Percepta Vision
Insight that drives execution.
Our proprietary diagnostic tool reveals the behaviours, blockers, and team dynamics that make or break performance. Built into every engagement.
Helping You Navigate Complex Challenges and Achieve Transformative Outcomes.
Insight & Impact.
Executive thinking for biotech, medtech, and pharma leaders
Explore fresh perspectives on strategy, leadership, launch readiness, and performance.
Building a collaborative, innovative, motivated team that deliver business excellence.
Frequently Asked Questions
Take a look at some of the most popular questions posed by our clients
What scientific methodology do you use?
Our cutting-edge frameworks and models delve into the core elements of Emotional Intelligence, Leadership, and Skill capability, meticulously tailored to specific roles.
From the pioneering definition of emotional intelligence by Salovey and Mayer to the comprehensive Entrepreneurship Competence Framework, our dedicated team of researchers and behavioural experts has crafted a robust methodology. Each element is firmly rooted in extensive research and thoughtfully adapted for the workplace, seamlessly transforming theory into actionable insights.
No matter the industry, we are committed to recognising and nurturing potential wherever we find it.
How do you take people on the journey?
Our programmes are thoughtfully designed to provide a comprehensive and unbiased evaluation of essential job-related skills, behaviours, and leadership qualities.
Each programme seamlessly blends knowledge transfer with self-reflection, empowering candidates to uncover deeper insights about themselves, their potential, and any areas for development.
Through individual assessments and exploring team dynamics we can offer a more precise forecast of future work performance.
Recognising their role and its importance within the company, alongside their personal growth, is a vital step towards fostering greater engagement.
We work with our clients every step of the way to foster engagement and stakeholder support.
What is different about PLBS development programmes?
Development programmes are vital for organisations seeking to elevate their workforce capabilities and achieve remarkable business outcomes. These initiatives are designed to empower employees with the skills and knowledge they need to thrive in their roles, cultivating a vibrant culture of growth and innovation.
By implementing tailored training and development strategies, organisations can effectively bridge skill gaps, enhance employee engagement, and significantly boost overall performance.
Development programs with PhoenixLBS encompass a variety of tailored experiences, including interactive workshops, mentorship opportunities, and continuous learning resources, all aimed at inspiring individuals to take charge of their professional journeys as well as allowing organisations to build succession plans.
Our working partnerships with academic insitutions allows us to be at the forefront of thought leadership in Emotional Intelligence, Leadership and Skills capability.
In today’s fast-paced business environment, investing in development programmes not only motivates, enthuses and incentivises the workforce but also positions the organisation as a frontrunner in talent management, ensuring a competitive advantage in the marketplace.
What are the first steps in developing a people strategy for a start up
To build a thriving people strategy, focus on the twin pillars of Leadership and Culture. Defining your organisation’s culture is paramount, as it helps you articulate the qualities, skills, and values of the individuals you wish to attract.
As a start-up, you have a remarkable chance to adopt a marketer’s mindset, gaining insights into the type of people you want to engage and crafting a culture that resonates with both them and your vision.
Leadership plays a crucial role in any business, but it is especially significant in a start-up environment. Founders and leaders not only set the vision but also embody the organisation’s values. In a start-up, these values must be crystal clear, well-defined, and, above all, genuinely lived out.
Once your cultural framework is firmly established, your workforce demand roadmap, aligned with your business objectives, will guide your organisational design. From this point onward, the focus shifts to attracting the right talent. Seek individuals who are passionate about making a difference, and if their values align with yours, empower them to thrive.
Why do I need to look at the combination of emotional intelligence, leadership and skills?
In the dynamic and competitive landscape of today’s world, it’s crucial for a business leader to be more than just skilled in their role. They must also possess emotional intelligence to navigate and steer their organization towards success in such an environment.
Emotional Intelligence (EQ)
Emotional intelligence is the ability to understand and manage your own emotions, as well as recognize and influence the emotions of others. It’s important because it helps in:
- Building strong relationships: High EQ enables better communication and collaboration.
- Managing stress: It helps you stay calm under pressure.
- Conflict resolution: You can handle disputes effectively and empathetically.
- Leadership: Leaders with high EQ can inspire and motivate their teams12.
Leadership
Effective leadership is essential for guiding teams and organizations towards their goals. Key reasons why leadership is important include:
- Vision and direction: Leaders provide a clear vision and direction, helping teams stay focused.
- Motivation: Good leaders inspire and motivate their teams to achieve their best.
- Decision-making: Leaders make critical decisions that impact the entire organization.
- Culture and morale: Effective leaders foster a positive work environment and culture34.
Skills Evaluation
Regular skills evaluation helps in identifying strengths and areas for improvement. Its importance lies in:
- Personal development: Employees can focus on developing their skills and advancing their careers.
- Performance improvement: It helps in setting goals and measuring progress.
- Training needs: Identifies gaps that can be addressed through targeted training.
- Organizational growth: Ensures that the workforce is skilled and capable of meeting the organization’s needs.
Together, these elements create a productive, positive, and efficient workplace as well as a motivated, collaborative and more resilent team.