The Include-Performance Framework® 

Strengthen practice, enhance performance, and create systemic impact across your organisation.

The Include-Performance Framework® Train the Facilitator (TtF) programme equips facilitators, coaches, people and culture professionals, DEI practitioners, trainers, and people professionals to confidently apply the framework in real-world practice.

Participants deepen their capability to work effectively with individuals, teams, and complex organisational systems, enhancing impact, performance, and sustainable change.

Who is this for?

The Include-Performance Framework® is for professionals and organisations committed to advancing performance and inclusive practices across diverse contexts. It’s designed for:

• Independent practitioners working with or within organisations.

• People professionals, including HR, People & Culture, Learning & Development, Wellbeing teams, managers, facilitators, and team leads.

• Psychologists and coaching psychologists are integrating individual, team, and systemic perspectives to enable performance and inclusion.

• Multinational corporations operate across diverse legal and sociocultural contexts.

• Public sector bodies and NGOs with international reach.

• Higher education institutions and professional development organisations.

• Professional services and consultancy firms delivering leadership and inclusion strategies at scale.

• Organisations navigating complexity.

What are the benefits to you and your organisation?

The Include-Performance Framework® Train the Facilitator (TtF) programme delivers tangible organisational value by building internal capability to embed inclusion and performance into everyday practice, decision-making, and systems.

Stronger, more consistent practice across the organisation. By developing licensed internal facilitators, organisations gain a shared, evidence-informed approach to performance and inclusion. This reduces fragmentation across teams and functions and supports greater alignment in how development, change, and people challenges are addressed.

Increased organisational performance, grounded in real needs. The framework integrates data-informed, strengths-focused, and psychological approaches, enabling facilitators to work with what is real and relevant in the organisation. This supports better problem-solving, clearer priorities, and more effective action, particularly in complex or high-pressure environments.

Sustainable capability rather than one-off interventions. Instead of relying on external providers for every initiative, organisations build internal facilitation, coaching, and systems capability. This creates long-term value, strengthens organisational learning, and supports ongoing performance improvement over time.

Improved ability to navigate complexity, power, and culture. Participants develop confidence and skill in working with power dynamics, cultural differences, and systemic challenges. For organisations, this means fewer stalled initiatives, more productive dialogue, and greater capacity to work through tension and uncertainty constructively.

Embedded inclusion that supports performance. Inclusion is not treated as an add-on. The programme embeds anti-oppressive, trauma-informed, and inclusive practices directly into how work gets done, supporting psychological safety, trust, and engagement, all of which are linked to sustained performance.

Scalable impact across regions and contexts. The glo-localised model enables organisations to maintain global alignment while empowering regional teams to adapt to local legal, cultural, and operational contexts. This is particularly valuable for multinational, public sector, and complex organisations.

Clear evidence of impact. Each participant completes an applied project within their organisation, ensuring learning translates into visible outcomes, measurable change, and real-world relevance. This supports accountability and return on investment.

Enhanced credibility and reputation. Organisations benefit from having licensed Include-Performance® Facilitators internally, signalling a serious, research-informed commitment to inclusive leadership and high performance. This can strengthen employer brand, stakeholder confidence, and professional standing.

Ongoing quality assurance and professional standards. Through licensing, supervision, and continuous development, organisations can be confident that facilitators are working to consistent ethical and professional standards, supported by reflective practice and peer learning.

Access to evolving research and tools. The framework continues to evolve. Organisations gain ongoing access to updated research, tools, and insights, helping them stay responsive to emerging challenges and future-focused in their approach to people and performance.

The Include-Performance Framework® is research-informed and developed by the ELIS Advantage team, specialists in inclusive leadership and organisational development. It continues to evolve with new data, insights, and emerging challenges.

What organisational challenges can the Include-Performance Framework® help address?

The Include-Performance Framework® supports organisations to work effectively at the intersection of people, performance, and complexity. It helps address challenges that persist when solutions focus only on skills, structures, or policies, without attending to systems, power, culture, and lived experience.

Fragmented approaches to inclusion, performance, and change. Many organisations experience siloed initiatives, where leadership development, DEI, wellbeing, and performance operate separately. The framework enables a shared, integrated approach, supporting greater coherence, alignment, and clarity across functions and teams.

Low impact from well-intended inclusion or culture initiatives. Organisations often invest in inclusion work that raises awareness but does not translate into sustained behavioural or systemic change. The Include-Performance Framework® helps facilitators move from intention to practice, embedding inclusion into decision-making, ways of working, and performance systems.

Difficulty navigating complexity and uncertainty. Rapid change, competing priorities, and evolving external pressures can lead to decision paralysis or reactive responses. The framework strengthens the ability to work with complexity rather than simplify it away, supporting more thoughtful, adaptive, and data-informed responses.

Power dynamics that undermine trust and performance. Unexamined power, hierarchy, and informal influence can lead to silence, disengagement, conflict, or inequity. The framework equips facilitators to surface and work with power dynamics constructively, supporting psychological safety, accountability, and healthier working relationships.

Cultural tensions across teams, regions, or professional groups. In multinational or diverse organisations, differences in culture, context, and lived experience can create misunderstanding or friction. The glo-localised model supports local relevance alongside global alignment, enabling teams to collaborate more effectively across boundaries.

Change fatigue and resistance. Repeated initiatives without visible impact can lead to cynicism, disengagement, or passive resistance. By focusing on what is real, possible, and strengths-based, the framework helps rebuild trust in change processes and confidence in progress.

Limited internal capability to facilitate difficult conversations. Many organisations lack the internal confidence to facilitate conversations about performance, inclusion, wellbeing, and accountability, particularly when emotions or risk are involved. The programme builds facilitator capability and reflective practice, supporting braver, more productive dialogue.

Over-reliance on external consultants. When knowledge and capability sit outside the organisation, learning can be lost once projects end. The Train the Facilitator model supports internal capability-building, enabling organisations to retain learning, adapt approaches, and sustain impact.

Inconsistent standards of practice. Without shared frameworks or supervision, facilitation and coaching quality can vary. Licensing, supervision, and ethical standards help create greater consistency, quality assurance, and professional accountability across internal practitioners.

Difficulty evidencing impact. Organisations are often asked to demonstrate the value of inclusion and development work, yet struggle to connect initiatives to performance outcomes. The framework’s data-informed and applied project approach supports clearer evidence of impact and return on investment.

What outcomes can you expect?

By the end of the programme, you will:

• Confidently apply the Include-Performance Framework® in your own organisation.

• Embed inclusive and data-informed approaches into real organisational contexts.

• Gain visibility and credibility as part of the first global community of licensed facilitators.

• Strengthen your ability to navigate complexity, power dynamics, and cultural differences with confidence and agility.

• Demonstrate impact through a project that applies learning directly to your workplace or client environment.

This is not just about learning a framework; it’s about transforming how you work with people and support real-world changes and impact in your organisation.