Santander partnered with BeTalent by Zircon to transform psychological safety from an abstract value into a daily lived experience across the organisation. Through a multi-phase programme including ambassador training, leadership workshops, diagnostics, and behavioural integration, the initiative led to stronger trust, inclusion, and alignment across 3,000+ people managers — with measurable improvements in psychological safety and employee engagement. This approach positioned Santander to retain top talent and embed a high-performing, human-centred culture across the business.

BeTalent by Zircon partnered with Network Rail’s Rail Investment Centre of Excellence (RICoE) to tackle critically low staff engagement, which had dropped to just 17%. Through a two-phase programme grounded in psychological safety, self-belief, and strengths-based development, BeTalent tools helped reframe team dynamics, build confidence, and restore purpose. The result was a 62% uplift in engagement, with the proportion of highly engaged individuals more than doubling — lifting the team from the lowest tier to the top quartile.

Zircon partnered with the executive team at AtkinsRéalis to enhance leadership performance through strengths-based development, resilience training, and decision-making diagnostics. Using BeTalent’s evidence-based tools, the engagement focused on improving strategic thinking, clarifying team roles, and fostering psychological safety. The result was stronger team cohesion, better decision-making, and improved wellbeing — equipping leaders to navigate complexity and drive innovation in a high-pressure environment.

BeTalent by Zircon partnered with Haven, one of the UK’s leading holiday park operators, to modernise its leadership development strategy and better support a diverse population of General Managers. Using tools such as BeTalent Blended 360, Strengths, and Resilience, the team co-created a personalised, data-led Leadership Blueprint structured around real-world challenges. The result is a scalable framework embedded across Haven’s talent cycle — from recruitment to succession — driving improved decision-making, personalised growth, and a consistent leadership language across parks and roles. .