Human engagement
is your competitive advantage
In a world of digital saturation, the quality of how your people connect — with each other, with leadership, with the work itself — determines everything. Strategy, innovation, and culture all live here.
What actually happens in the room
Experiential programs for up to 500 people — building agility, resilience, and vision your organization needs through conscious culture creation. Developmental tools that find the sweet spot between the needs of your business and each team member.
New lens, new possibilities
Change the observer, change the organization. Before skills, before tools — we work at the level of worldview. Because how your leaders see determines everything they're capable of doing.
It's sustainable!
A comprehensive enterprise engagement system — ongoing workshops, group coaching, and the Lab Pass App — building shared language, developmental competencies, and cohort support that integrates into how your organization works.
What becomes possible
Program components
Enterprise programs include up to six modules of experiential learning and practices.
Module: Relationship
Curiosity and invitation are competencies — and prioritizing your relationship with the audience over your content is a choice. When your audience feels seen and heard, a whole new world of collaboration emerges.
Format: Online and In-person
Module: Demand
Now that the audience feels seen and heard, calling them to action becomes a trust building function rather than a trust diminishing one. Your audience now has an appetite for action verbs not passive ones.
Format: Online and In-person
Module: Storytelling
Storytelling is essential for sharing context, values, ethics, and vision — but perhaps most importantly, it's what we humans do under stress. Understand the craft of storytelling and lead with it fully.
Format: Online and in-person
Module: Atmosphere
Building empathy with others also raises to consciousness the power of our environment. How to design our atmosphere to support what we are in service of is a critical element to fulfilling our potential.
Format: In-person
Module: Imagery
Imagery is the means to harness the imagination of our audience. When we describe our vision using the language of touch, sight, sound, and even taste, the audience will generate their own experience of our offer — and make it their own.
Format: In-person
Module: Leadership
When your audience feels seen, heard, and effectively called to action, expect people to want your presence, your opinion, and your vision. Leadership doesn't exist until someone follows you, and when they do in numbers, managing leadership becomes a critical competency.
Format: In-person
Built on our Six-Box Model™
The portal for developing human engagement competencies.
Three questions applied to three relationships. A practice for raising to consciousness how you show up under stress, deciding if that's how you want to, and simplifying the nature of my relationships.
Real practice, real change
People found what they came for
satisfaction rate
More than a decade of practice
years of practice
Built for growing companies
employee companies
“We've used Connection Lab for leadership development across the company, and received feedback that it's the best training people have ever taken.”
“The Connection Lab work is transformational and changing the way the workforce and employees of the workforce show up in their day to day lives.”
Ready to talk?
Custom pricing based on team size, modules, and timeline. A 30-minute discovery call to see if we're a fit—no pitch deck, just a conversation about what you're trying to solve.
Questions we hear
Start by meeting them where they are.
CEOs are navigating genuinely difficult terrain — steering organizations through uncertainty and rapid change, often becoming something they've never been before. The most useful thing you can do before presenting any program or solution is to get curious about their experience. Ask good questions. Then listen.
If they're open to it, share the Connection Lab 6 Box Model and invite them to apply it to the business itself. How is the organization showing up under stress right now? How does leadership want to show up? What does the business most want to get better at? These aren't trick questions — they're the questions effective leaders are already asking themselves. You're just creating the space to say them out loud.
From there, ask something more personal: Does the CEO feel genuinely seen and heard by their peers and employees? Do they believe that real collaboration — not just alignment — should be part of how this organization moves forward?
Then listen. The conversation that follows is often more robust and revealing than any assessment ever could be. The language your CEO uses to describe the challenge is frequently the language of the solution.
When the time feels right, invite them to a Connection Lab workshop. Trust the process. The work speaks for itself — but only once a real connection has been made.
Most leadership development programs are built on assessment. They diagnose what's not working, offer frameworks to address it, and help you polish your content and delivery. Those programs have value — but they leave something essential out: the relationship between the people in the room.
Connection Lab is built differently. Our focus, our tools, and our philosophy are all in service of one thing: engagement. We hold diagnosis in its proper place — as a starting point for inquiry, not a final verdict — while developing the far less common skill of genuine collaboration. When leaders and teams learn to connect before they problem-solve, the conversation changes. So does the outcome.
Here's what that means in practice: the answers to your most pressing business challenges are very likely already in your organization. Connection Lab develops the engagement skills — presence, relational range, and full-contact communication — that allow those answers to surface, be heard, and be acted on together.
Yes. Connection Lab workshops run both in-person and on Zoom — and the practice works equally well either way. We've facilitated for teams across six continents and dozens of industries — including non-profit, finance, technology, mining, healthcare, education, legal, real estate, consulting, engineering, HR, recruiting, startups, media, government, and professional services. The skills of human engagement — connection, presence, and audience awareness — translate across geography, culture, and industry, whether you're in the room or on the screen. Get in touch and we'll talk through what makes sense for your setup.
We know these tools firsthand. We've used them, facilitated them, and seen the value they create. Organizations reach for them for good reason: they're accessible, they build a shared language quickly, and people genuinely enjoy the experience. The debrief is often the best conversation of the quarter.
And then everyone goes back to work.
The labels stick, but the behavior doesn't change. The insight stays in the room. It rarely survives first contact with a difficult conversation, a high-stakes presentation, or a team under pressure. That's not a failure of the tools — it's the limitation of what any diagnostic can do on its own.
Connection Lab works where these tools stop. Drawing on the communication principles of the performing arts and ontological coaching, our experiential workshops develop the live, embodied practice of human engagement — in the room, under pressure, in the conversations that determine outcomes. Our Lab Pass platform keeps the practice going — because lasting change requires what the performing arts have always known: relationship, repetition, and support, until new ways of showing up become simply who you are.
The question we start with isn't what type are you? Instead, we ask: how do I show up under stress? How do I want to show up — and, if there is a gap, what competencies do I want to get better at? Those questions scale. They work for the individual, the team, and the organization as a whole.
Beyond a snapshot of ourselves in a single moment in time, Connection Lab develops the competencies of engagement and collaboration — ingredients for progress in both personal and professional development.
Enterprise Programs are custom-quoted based on team size, program options, and engagement length. The discovery call helps us understand what you're trying to solve, and from there we put together a specific proposal. No surprises, no pressure to commit before you see the number.
Please do. The brochure, the module overview, the podcast—share whatever's useful. If something resonates with your team, that's exactly what it's for. And if you want to go deeper, Enterprise Programs are built for intact teams.
For intact teams, Enterprise Programs might be a better fit—we custom-design for your team's actual challenges, and we work alongside you to meet your goals. Public Workshops are great for individuals or small groups from different companies. But if you want to move your whole team, Enterprise is the way.
Our sweet spot is 5 to 500 employee companies—big enough that communication breakdowns are costing you, small enough that practice can spread. Workshop cohorts are usually 5-20 people. We've worked with 10-person startups and Fortune 500 teams, so size isn't a dealbreaker. It's more about whether your team is ready to practice.
Connection Lab will never assess you, nor will you receive a diagnosis from us. Development assessments can provide useful language, but rarely provide specific guidance in the area of engagement. Connection Lab is a human engagement tool designed to raise awareness of how effective we are at engaging others and collaborating in general.
Most engagements run 3-6 months, but it depends on how many modules you're doing and how fast you want to move. We don't cram all six modules into a week—that's not how behavior change works. You need space between sessions to practice, fail, try again. Some teams do one module a month. Others move faster. We'll design the timeline around your reality, not ours.
No. Enterprise Programs are built for intact teams—you don't need to test-drive anything first. That said, a lot of HR leaders come through Public Workshops before rolling this out company-wide. It's not a prerequisite, but if you want to see how this feels before bringing your whole team in, that's an option.