Human skills training that gets your teams talking, trusting and working together like never before.

Human skills training that gets teams talking, trusting and working together. Through play, reflection and practical tools, people build skills like listening, self-regulation, speaking up and asking for help. It is for L&D, HR and wellbeing leaders, CEOs and business owners, especially for organisations experiencing dramatic change.

Our modules follow Timothy Clarke's four stages of psychological safety (inclusion, learner, contributor and challenger safety), on a base of self-regulation. Each stage is mapped to a business outcome. The statistics on this page come from published research on engaged, connected workplaces, not from Play Align Connect client results.

We build on your psychosocial safety compliance and wellbeing work by adding the practical skills those policies assume people already have: listening, self-regulation, speaking up and asking for help. That way, your Employee Assistance Program becomes a last resort.

Yes. We start from your goals and challenges, such as attrition, a restructure, burnout or a return to the office. Then we choose from our modules to build a program that fits. Options include half-day and full-day sessions, with ongoing support afterwards.

As few as 6 people, up to 150 at a townhall, and everything in between. We adapt the format to the size of the group, so a small team and a whole-of-organisation event each get something that works for them.

It is tailored to your organisation. Options include a half-day program for leadership teams, a full-day program for teams, and ongoing support such as quarterly refreshers, leadership coaching and customised toolkits. Get in touch to talk through what fits.

We run the pulse check survey before the program and again afterwards. Comparing the two shows what has changed across the four stages of psychological safety, so you can see the impact for your own team.

Yes. Everything is opt in and opt out, as you feel comfortable, and nobody is asked to share more than they choose or play an improvisation game they don't feel comfortable with. We set agreements at the start of every session: no photography, opt in and opt out, and be respectful and kind.

No. PAC is skills training, not mediation. We don't resolve live disputes between people, investigate complaints or act as a neutral third party. We build the skills that make conflict less likely to escalate: listening, regulating emotions under pressure, disagreeing respectfully, and having difficult conversations.

A formal process is the right route for disputes between specific people: HR, your grievance procedure or a qualified mediator. PAC works alongside it, helping the wider team build trust and shared language before conflict arises, or rebuild afterwards. If you're unsure which you need, get in touch and we'll talk it through.

You will experience eight modules from the program, mixing play, reflection and practice. Every module closes with a short debrief, so you can see how it applies to your own team.

A short survey that shows where your team sits across the four stages of psychological safety, and which stage to work on first. It is free, with no obligation.

They show where your team likely sits across the four stages of psychological safety (Inclusion, Learner, Contributor and Challenger) and which stage to work on first. You also get a suggested starting point. There's no obligation to go any further.

Psychological safety is felt differently by different people, and leaders often see it differently from their teams. Results from the whole team show the range and the gaps, not just an average. They give you a shared baseline to talk from, and running the check again later shows what has changed.