Culture building through 1:1s

ARCA+ is more than a supervision tool or 1:1 meeting structure; it’s a practical, reflective framework for genuine conversations that foster growth, accountability, and trust.
Designed for real-world complexity (not just textbook leadership or overly theoretical frameworks), it helps employees and managers create space for what matters the most: honest connection, insightful reflection, and action that makes a difference for clients and the community. This is how to build capable employees and a connected workforce.

What makes ARCA+ effective?

• It’s simple, but powerful — A clear structure that supports deep thinking without getting stuck in jargon, or task-focused line management.

• It builds capability, not dependency — Employees are encouraged to lead the focus of the meetings and leave with clarity, ownership, and confidence to act.

• Centred around a developmental mindset - to build capability, encourage reflection, and support continuous learning and growth.

• It centres on relationships — grounded in trust, reflection, psychological safety, and connection, not just performance, outputs, and activities.

• It’s designed to be flexible and adaptable — Works across roles, contexts and organisational types. Whether you're a frontline worker, an experienced practitioner, a leader in People and Culture, Marketing, or Service Delivery, ARCA+ is relevant to everyone and can be tailored to suit your needs.

• It’s made for real work contexts — designed by people who understand the work and built for teams that want support for staff to mean something.

• The + is where the growth happens — it’s the space for flexibility, personalisation, and deeper reflection. The model adapts to individual learning needs, including for neurodivergent employees, ensuring every person is supported in a way that’s relevant, respectful, and growth-focused.

ARCA+ Professional 1:1 Framework

Empowering organisations to support employees through effective leadership support and capability.

The ARCA+ Pillars:

A – Alliance
Alliance is the foundation of the model, as it sets the tone for every conversation that follows. More than just rapport-building, an alliance is about establishing psychological safety, mutual trust, and shared purpose. It shifts the dynamic from supervision being something done to someone to something co-created with them. In a relational model like ARCA+, alliance isn’t a one-off step; it carries through every part of the conversation. It shapes how reflection is received, how capability is supported, and how accountability is owned. Without a strong alliance and foundation, growth conversations risk becoming transactional, compliance-focused, or performative. With this pillar, 1:1s can become a space for learning, vulnerability, and genuine development.

R – Reflection
Reflection is about creating space for insight and moves beyond surface-level updates to explore meaning, emotion, values, and professional identity. Whether reflecting on past experiences or in the moment, this part of the framework allows staff to examine patterns, dilemmas, ethical challenges, and impact - all within a psychologically safe environment. Reflection is what connects the personal to the professional; it strengthens self-awareness, reduces reactivity, and builds confidence in complex roles. In fast-paced environments where “doing” often takes precedence over “thinking,” ARCA+ protects time for purposeful reflection and turning experience into learning and action.

C – Capability Building
In ARCA+, capability building is the bridge between reflection and growth. It’s about helping people stretch, not by telling them what to do, but by guiding them to uncover, strengthen, and apply their skills with intention. This pillar focuses on real-time development: building confidence, problem-solving capacity, professional judgment, and role clarity. Leaders use a developmental stance to support staff in identifying their learning edges and creating purposeful next steps. Capability building ensures that 1:1s are about professional growth. When leaders invest in development intentionally, they don't just grow their people; they grow the culture of the organisation.

A – Accountability
It's not about administration, oversight or compliance; it's about clarity, ownership, and forward momentum. It ensures that reflection and capability-building lead to meaningful outcomes, not just insight. In this model, accountability is shared, not imposed, as it invites the employee to take responsibility for their growth, actions, and impact, while also enabling the leader to be consistent and supportive in follow-through. Grounded in psychological safety, ARCA+ reframes accountability as an empowering pillar: one that connects role expectations with behaviour, builds confidence and clarity, and reinforces the values of professional integrity and impact. It also supports risk-aware practice, surfacing challenges early, creating space for open discussion, and aligning decisions with ethical and organisational responsibilities. When done well, accountability builds trust, not tension.

➕ Flexibility
Ensures the 1:1s remain adaptable, person-centred, and inclusive while maintaining structure and consistency in employee support. It involves tailoring 1:1s to employees’ needs by adapting the focus based on their current challenges, stage of development, or wellbeing needs. It also includes adjusting session length, frequency, or structure depending on their needs. Additionally, flexibility supports diverse and neuroinclusive learning needs by adapting communication and reflection methods to meet different cognitive and sensory preferences, ensuring meetings are inclusive and accessible for ALL.

The Important Ingredient - A Developmental Mindset.
At its core, ARCA+ promotes a Developmental Mindset for All — not just for leaders, not just for employees, but for everyone. A developmental mindset is the invisible string that brings the ARCA+ model together. It frames every conversation as a learning opportunity.

It’s the belief that every conversation is an opportunity to grow. That reflection builds capability. That challenge, support and accountability belong in every part of an organisation, not just formal coaching sessions or performance reviews.

With ARCA+, we shift from task management conversations to a growth and capability-building approach. We focus on how people show up, how they think, and how they evolve together, because that’s how culture shifts and impact is achieved.

Purpose: Flexible, relational 1:1s that blend support, reflection, performance, and growth.

Use for: Regular employee 1:1 meetings, supervision, check-ins, and reflective conversations.

Tone: Balanced, coaching mindset, strengths-based.

Purpose: Targeted, intentional conversations around alignment, accountability, outcomes, tension in workload, performance management and risk-focused conversations.

Use for: Protected time outside of the 1:1, KPI reviews, goal setting, role clarity, navigating risk or drift in the work context.

Tone: Developmental and guiding stance with focus on accountability, quality and direction.

The Collabb1:1

The Clarity1:1

ARCA+ - Real Conversations. Different Contexts.

To support a range of leadership and organisational contexts, ARCA+ includes three clear meeting formats that offer structure and adaptability. This format creates choice for the employee to structure their 1:1 but ensures reflection, relational support has equal focus on accountability and performance.

The Collective Lens (Group Circle)

Purpose: Group-based reflective conversations to unpack complex practice, ethics, or learning.

Use for: Peer group sessions, reflective practice, onboarding reflection, shared leadership growth.

Tone: Facilitated, psychologically safe, inclusive

Ways to Work & Lead the ARCA+ Way

Are you ready to rethink the way your people lead and connect?

We’re inviting forward-thinking organisations to be part of an exciting new initiative designed to transform employee–manager 1:1s. If you’re looking to embed an innovative, supportive, and people-centred approach to your 1:1 or supervision approach, and you're open to co-creating a model that works in practice, we’d love to collaborate with you.

As part of this early release phase, we’re offering limited access at a reduced rate for aligned organisations who want to lead differently.

Let’s reshape the conversation together.