Clearer thinking. Shaping what matters most.
At board and leadership level, the hardest decisions are rarely technical. They are shaped by people, relationships, history, pressure and perspective.
80Twenty works alongside senior leaders, boards and HR teams to support sound judgement on complex people and organisational matters. We bring independent thinking, challenge and perspective. Sometimes as advisers, sometimes as coaches, sometimes by stepping in more directly.
Our work helps you slow things down enough to see what really matters, weigh your options properly and act with confidence.
Our role
Our role is to help you think clearly about people and organisational decisions that matter.
You might be facing a specific judgement call, questioning whether you have enough perspective, or wanting to test your thinking before committing to a course of action. Sometimes we are brought in to advise or coach, sometimes to offer an independent view, and sometimes to handle more sensitive matters directly.
What connects all of this is our focus on sound judgement, helping you understand what is shaping the situation, consider your options carefully and act in a way that stands up over time.
What we support
Our work centres on helping leaders, boards and HR teams think clearly about people and organisational decisions that carry real weight. The form that support takes varies, but the focus is always on judgement rather than process.
Thinking at the intersection of business and people
Much of our work sits between business and people advisory. We support senior leaders and boards to reflect, sense check direction and work through complex judgements around leadership, governance and impact, often where perspectives differ or the way forward is not obvious.
Senior hiring, promotion and succession
We are involved in hiring, promotion and succession decisions, particularly for senior or business-critical roles. Here, we bring additional rigour through assessment and psychometrics, helping clients make decisions they can stand behind with confidence.
When deeper understanding is needed
Where clarity is lacking, we carry out qualitative organisational research to surface insight, challenge assumptions and add depth to existing data. This work often informs wider decisions about leadership, engagement or organisational direction.
Addressing performance and conduct issues
We are sometimes brought in when performance, conduct or interpersonal issues have become difficult to resolve. Our role is to help leaders address concerns earlier and more proportionately, without unnecessary delay or escalation.
Handling sensitive matters
In more sensitive situations, we carry out independent investigations, handling matters with care and discretion so findings are fair, defensible and clear.
How we work
How we work matters as much as what we do. Much of our involvement takes place at moments that feel uncertain, exposed or finely balanced, and the way we show up shapes what becomes possible next.
Coaching-led
We work in a coaching-led way throughout, helping people think clearly rather than react quickly. The aim is to strengthen judgement and capability, not create dependency.
Discreet
Much of our work happens behind the scenes. We handle sensitive conversations and information with care, professionalism and respect for everyone involved.
Evidence informed
We use evidence, sound psychological science and structured analysis to support judgement, particularly where views differ or the stakes are high. Evidence is used to inform thinking, not replace it.
System aware
Individual behaviour rarely exists in isolation. We pay attention to context, pressures and dynamics, helping clients avoid simplistic conclusions and focus their efforts where they will make the greatest difference.
Straight talking
We are thoughtful and respectful, but we don’t avoid difficult truths. Our role is to help clients see situations clearly and act with integrity, even when that feels uncomfortable.
