For HR and people leaders in male-dominated industries
We show you what your culture is costing you, in hours and pounds, and exactly where to fix it first.
Dr Ollie Bell – PhD in behaviour change. He runs every diagnostic himself, and takes five a month. Forty-five minutes with a doctorate-level specialist, at no charge.
Shift patterns, safety-critical environments, dispersed teams and the office-to-floor divide. Some of the people we help work night shifts in the middle of a tunnel. A lunchtime webinar was never going to reach them.
Addressing the pressures carried by shift teams, line supervisors and the people who cover when someone does not turn up.
Addressing the unique pressures faced by engineers, project teams and technical professionals promoted into managing people.
Addressing the isolation of technicians working offshore, on rotation and a long way from head office.
Addressing the strain on technology businesses with real operations, where the office and the floor rarely see the same message.
Guess which half gets the week. Everything we do is aimed at flipping that split.
They look like separate problems. Usually they are one problem showing up in six places.
Employment lawyers are reporting record volumes, and employees now draft them with AI. Every one lands on the same desk.
Days lost climb quietly, and nobody has ever put a pound figure next to them.
Knowledge walks out with them, recruitment gets harder, and the cost is never quantified.
Conflict between managers and teams, and inside teams, handled unhealthily and handled late.
The best engineer becomes the worst manager. That is not a personal failure, it is a development gap.
Strategy and partnering keep getting pushed to next quarter, because the caseload never stops.
Dr Ollie Bell – PhD in behaviour change. Nothing to prepare beyond your own figures. Five calls a month, run personally by the founder.
It isn't your fault, and it isn't your people.
Awareness days, resilience workshops, stress courses, generic accreditations, the EAP. All of it supports an individual's ability to cope with pressure. None of it changes the environment creating the pressure: how work is organised, led and communicated.
So the business runs the course, steps back, and concludes that none of it worked. The person was supported. The environment was left exactly as it was.
There is not one, and that is the whole point. We need to know what your problem is before anyone hands you a solution.
It equips individuals to endure the environment. Support people, absolutely. Then fix the thing that keeps hurting them.
They arrived after COVID as activity-shaped answers to structural cracks. Performative is not transformative.
We are evidence first, not promise first. You see the problem, on your own numbers, before you are asked to buy the fix.
Culture is behaviour: the minimum behaviours a business is willing to tolerate. Behaviours do not change because of a poster or an awareness day. They change when you find what is actually driving them and change the environment around them. That is behaviour-change science, and it is what our founder's doctorate is in.
Find the fires
Evidence first: surveys mapped to occupational health frameworks, focus groups, leadership interviews, and your own turnover, absence and grievance data. You get where the fires are, what they cost, and why they are burning.
Align the leaders
Findings go to your leadership team, not into a drawer. Priorities are agreed for the short, medium and long term, and owned in the room. Culture stops being HR's solo job.
Fix it and prove it
Bespoke work against the agreed priorities: leadership and manager development, team programmes and targeted learning. Then we re-measure, so the change is proven rather than assumed.
One journey that finds the problems, fixes them, and proves the fix worked. You never pay for a report.
A full evidence sweep: framework-mapped surveys, focus groups, leadership interviews and analysis of the data you already hold. You get a hotspot report: where the fires are, what they cost, why they are burning, and where to start.
Removes: "we don't actually know what's wrong"
Facilitated working sessions with your leadership team: the findings, the costs, and agreed priorities for the short, medium and long term, owned by named people in the room.
Removes: "I own culture alone"
Bespoke delivery against those priorities. Dr Ollie Bell delivers directly where it is his specialism: leadership and manager development, team programmes, targeted learning. Where it is not, we bring in a trusted specialist and stay accountable for the outcome.
Removes: "a report that sits on my desk"
Re-measurement at agreed intervals: engagement, HR caseload, absence and turnover against your original baseline. That becomes the evidence pack for the board, and the raw material for an award entry.
Removes: "how do I show it worked?"
Findings presented to your leadership team within the agreed number of weeks of data access, or we keep working free until they are.
We do not offer a money-back guarantee on culture outcomes, because too many variables sit outside our control. We would rather be honest than sell a hollow promise.
Nobody should have to buy an audit on faith. You see the quality of the evidence and the thinking twice over, at no cost, before any invoice exists.
A 45-minute call. Bring your headcount, average salary, turnover, sickness figures and an honest estimate of presenteeism. We work the calculator live and show you two numbers nobody has shown you before.
What culture drift costs the business
Per year, in pounds, on your own figures.
What firefighting costs you
In hours per month, taken out of your week.
If the diagnostic shows a real problem, the next step is a two-hour working session with your leadership team, arranged by you. The exchange is explicit and fair: the session is free, and in return you share your data so we arrive with substance.
Every diagnostic is run personally by Dr Ollie Bell, so the diary is genuinely limited. Every month the problem runs is another month of the number.
Dr Ollie Bell – PhD in behaviour change. A doctorate-level specialist in the room for 45 minutes, before you are asked for anything.
239 employee attendances across a 20-session workplace learning programme. Practical, shift-friendly sessions on sleep, stress, resilience and men's mental health.
Technicians' comfort discussing mental health with colleagues moved from 3.9 to 4.1, with full engagement, through tailored workshops and leader-led onboarding support.
Around 100 bus and coach operators engaged across two regional events, with sector-specific talks linking mental health, safety and business performance.
Employee listening across the business identified what to protect through growth, turning family values into practical leadership decisions.
Delivery experience also includes major employers such as Tombola and Flutter.
Ollie's knowledge, enthusiasm, and approachable manner have made a real difference to our team. His practical and impactful sessions have resulted in noticeable positive changes in behaviours within our teams.
"Rather than offering generic solutions, he took the time to listen and tailor his feedback to the realities of our business operation and workforce. His recommendations were clear, relevant, and achievable."
Group HR Director – Multi-site operations business
"It was very relaxed and light sessions with Ollie, and we were made to feel very comfortable to discuss quite heavy topics."
Team Lead – Transport and logistics
Kalobrate was founded by Dr Ollie Bell, who holds a PhD in behaviour change in men's health and mental health. He designed and delivered a men's health behaviour-change intervention across the North East of England that is still running more than seven years later.
We specialise in male-dominated, operational industries, and every project is led by Ollie directly. No juniors, no hand-offs, no account managers.
Forty-five minutes with Dr Ollie Bell. No juniors, no hand-offs, no account managers. Five organisations a month, and no charge for the diagnostic.
That is exactly why we start with the number. Operational costs and culture are not competing lines: absence, turnover and lost productivity are operational costs. You are already paying for this problem, you are just paying for the symptoms.
It will not work, and that is the point. Awareness days and resilience courses support the individual and leave the environment untouched. We start with the environment. That is the difference.
Nobody, which is why the diagnosis is free and the deep evidence work is bundled with fixing what it finds and proving it moved. You never pay for a report. You pay for the fix, and the proof.
You supply data and diaries. We do the rest. That is the product.
You do not have to convince them. You invite them to a free two-hour session, and your own company's evidence does the convincing. That session exists precisely because culture cannot be HR's job alone.
Male-dominated, operational workplaces are the specialism: engineers on shifts, technicians offshore, drivers on rotas, teams a long way from head office. See BEL Engineering and CPT above.
Most of what we find lands in leadership, management and team capability, which is exactly what we deliver. Where a fix needs a specialist, we bring one in from our vetted bench and stay accountable for the outcome.
Why would a workshop fix it? Without evidence, you are solving a problem you think you know the answer to, and that wastes time, energy and money. We find the problem first, then match the fix.
Businesses under about 40 employees, where the costs are too small and there is no leadership team to align. And anyone shopping for a one-off workshop, awareness day or speaker slot with no interest in causes. If you just want a resilience workshop, we are not for you.
Forty-five minutes, no charge, no pitch deck. You will see what culture drift is costing the business each year, and what firefighting is costing you every month.
Dr Ollie Bell – PhD in behaviour change. Two quick questions and your email, then we put 45 minutes with the founder in the diary.
