BUILDING HUMAN CAPABILITY FOR COMPLEX SYSTEMS
What if you could lead behaviour change at scale - across your organisation, your supply chain, and your community?
...and what if you could measure the impact?
WILD partners with infrastructure programmes, organisations and communities to build the human capability that drives measurable performance improvement.
The Challenge
The world's most complex challenges - climate adaptation, infrastructure renewal, public health, water security - are not technical problems alone. They require behaviour change at every level: leaders who can think differently, organisations that can learn and adapt, supply chains that move together, and communities that engage rather than resist.
Most programmes underestimate this. They invest in engineering, project management, and technical capability, then wonder why adoption stalls, why communities push back, why culture doesn't shift - and why performance plateaus despite technical excellence.
The missing capability isn't technical. It's human.
WILD builds the human capability that complex systems require
We work at the intersection of behavioural science, learning systems, and organisational transformation: grounded in 28 years of published, peer-reviewed research and proven in major infrastructure programmes across three continents.
Our methodology develops the mindset, agency, and adaptive capacity that enables people to lean into complexity rather than retreat from it. And we measure the shift: with validated diagnostics that satisfy boards, regulators, and investors.
Whether you're delivering a multi-billion pound infrastructure programme, transforming a utility's relationship with its customers, or building community resilience for long-term change, WILD has the methodology and the evidence.
Results That Matter
Hunter Water Corporation (Australia) A compliance-focused utility transformed into a learning-driven organisation - with measurable results:
34% culture shift measured through validated diagnostics
15% leakage reduction in three years
70% community support for the Lower Hunter Water Security Plan — up from years of adversarial opposition
"Love Water" campaign achieved genuine behaviour change at household level
Portsmouth Water (UK) Facing significant demand reduction targets, Portsmouth Water started behaviour change with their own people - building the adaptive capacity to lead customer conversations authentically, not defensively.
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From compliance to curiosity - with measurable performance improvement
“In 2016 we appointed Jim Bentley to lead Hunter Water Corporation with a mandate to transform our performance and customer experience. One of the most significant contributions to the measurable behaviour change and operational performance improvement we achieved – with staff, partners and customers - was Professor Crick’s thought leadership based on the science of Learning Power.
A compliance focused organisation which had forgotten how to learn became curious about what we could achieve and optimistic about the future we could build with our community.”
~ Terry Lawler AO, former Chairman Hunter Water Corporation
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Equipping our people to lead customer behaviour change
“Faced with significant water demand reduction challenges we knew that we needed to start the behaviour change journey with our own people. WILD’s learning power approach has been instrumental in equipping our staff with the belief and future thinking skills to learn with our customers as we change our water use behaviour.”
~ Bob Taylor, CEO, Portsmouth Water
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Self-discovery strengthened team collaboration.
“The work completed with the team at Wild Learning has been eye-opening. I have not only learnt more about myself, but also evaluated where and what I would like to do in the future. During the sessions I was made to feel comfortable so that I could be honest about my thoughts as well as myself, something that can be difficult to do in a work setting.
Working through the learning power process caused me to highlight areas of my thinking which I had not considered previously. These areas also were comparable to how I was feeling in my work life at the time. After this realisation, it allowed me to act to ‘improve’ and correct some of the ‘weaker’ areas such as my collaboration and belonging with my team.
Overall, I thoroughly enjoyed the sessions as well as getting to know the team from Wild Learning. I have learnt a lot of information which I maybe wouldn’t have searched for without the sessions, however I can now use these new skills in the future.”
~ William Afflick, The Very Group
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Profound personal and professional growth.
“Going into this journey, I had no idea what I was getting myself into. I consider myself a life long learner and was excited to try something new. From session 1 to session 7, I feel that I have grown so much not only professionally, but personally. I am so thankful for this experience and journey.”
~ An anonymous Coaching for Learning Programme Participant
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Self-awareness transformed workplace performance.
“The work we have done with Wild Learning has been invaluable to my journey of self-reflection – through our coaching conversations I realised how both my strengths and limitations are manifested and used this knowledge to adapt to improve my performance at work.
The colleagues from Wild are also nothing but supportive, patient, and proficient at what they do, which has made the sessions so engaging.”~ Ellie McLaughin, The Very Group