Simone Robinson, DirectorDrawing from social neuroscience, behavioural science and psychology, the organisation designs experiential learning programmes that make learning practical, memorable and sustainable within the workplace. Rather than delivering a workshop and moving on, it focuses on creating meaningful behavioural change over time.
“We are looking at how we can actually develop behaviour change that sticks,” says Simone Robinson, director. “We always want to make sure that the learning they’re receiving from us is sticky in the long term.”
Starting with Self-Awareness
Emergenetics® sits at the heart of First Ascent’s work. Utilising up-todate social neuroscience, this psychometric tool reveals how people think and behave - not as a box or label, but as a clear picture of how each person operates.
This clarity helps individuals understand their own thinking and behavioural preferences, as well as those of their colleagues. In turn, that shared understanding improves communication, strengthens teamwork and unlocks cognitive diversity across an organisation, from daily conversations to strategic decisions.
First Ascent can show this impact through client case studies that demonstrate benefits beyond ROI. Emergenetics® also encourages the ‘Language of Grace’: using words that affirm rather than diminish, helping people feel safe, valued and motivated to contribute fully.
From Insight to Organisational Change
Every First Ascent engagement begins with a blank sheet of paper, focusing first on what an organisation is genuinely trying to achieve before designing any leadership intervention. The organisation asks the questions that need asking to uncover whether communication, confidence, decision-making or hidden friction may be limiting performance beneath the surface.
Programmes are co-created around the client’s environment, with facilitators selected not only for expertise in behavioural science and Emergenetics®, but also for having led organisations themselves across corporate, pharmaceutical, public-sector and other environments. Programmes are built with neurodiversity in mind from the outset rather than treated as an afterthought.
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We are looking at how we can actually develop behaviour change that sticks. We always want to make sure that the learning they’re receiving from us is sticky in the long term.
The learning journey is designed to create continuity from beginning to end, supported through coaching, mentoring and evaluation to help organisations measure behavioural change and long-term impact more effectively.
Within AstraZeneca, First Ascent delivered experiential development programmes for apprentices transitioning into professional workplace environments. The modules focused on active listening, resilience, networking and workplace communication, helping participants build confidence, communicate more effectively and collaborate more comfortably across teams.
Leadership in the Age of AI
As organisations integrate AI into everyday operations, First Ascent helps leaders understand how different thinking preferences influence how teams respond to, adopt and use the technology. Some individuals may approach AI through structure and process, while others may focus more on creativity and broader strategic possibilities.
First Ascent focuses on strengthening critical thinking and human judgment so teams continue questioning, contributing and making informed decisions rather than becoming overly dependent on AIgenerated outputs.
Creating Space for Leadership Confidence
For women navigating leadership environments, self-doubt is often the real barrier to advancement, not ability. Robinson believes many capable professionals hold back from leadership roles unless they can tick every single box.
That understanding sits at the heart of STRIDE, First Ascent’s leadership programme for aspiring female leaders. This unique programme helps participants take stock of achievements they’ve too often overlooked, build real confidence and take more control over the direction of their careers.
“Women will not apply for a job if they can’t tick all the boxes,” Robinson says. “Whereas men will usually apply regardless.”
STRIDE gives participants space to explore those challenges openly, alongside others navigating the same experiences, rather than feeling defined by expectations that were never really theirs to meet.
First Ascent’s recognition as a Top Brain Science-Based Leadership Development Solutions in UK 2026 reflects a simple belief that lasting leadership growth starts with understanding how people think, communicate and make decisions together. That’s what creates behavioural change that outlasts the programme itself.
