Stealth Startup

Founder

West Peak - BCorp

The Summit Leaders Club™ is the world’s fastest-growing community of Leaders from across industries. It's where the Leaders of today are developing the skills needed for tomorrow.

Summit Leaders Club™ - Founding Member

We create the leaders of today with the skills for tomorrow. 

West Peak was born out of our love of solving business growth problems through people development. For us, the best element of partnering with customers is always the legacy and results we leave with you. Our mission is to deliver solutions that provide rapid enhancements in your performance at work, and personal flourishing that continues long after training.​

We deliver best in class face-to-face and virtual leadership, personal, and team development training solutions. Our methods are rooted in science and presented ready for real-world application. We create a safe yet challenging learning environment that's optimised for rapid, fun, and embedded learning. Whether we're delivering for you via Zoom, in the classroom, at a mountain refuge, or on a yacht, we're convinced we all learn best when we're having serious fun.

Founder & CEO

Harvard Business Review

As an advisory council member of the research community, I provide insight to shape the content HBR develops and help enrich through my perspective the understanding of these ideas from HBR across the wider world of management and leadership.

Advisor

Helm (formerly The Supper Club)

"Helm is a membership community for established founders to achieve personal and business growth, that creates positive impact and delivers more than it takes."

Member

Dartmouth Partners

"Recruiting Excellence from Classroom to Boardroom"

Dartmouth Partners work with leading firms and outstanding individuals who understand that the value of human talent makes the difference to any business. 

Our business focuses on finding the best talent on campus and advising them as their career advances. As they progress, our network matures and in turn so does our supply capability on the experienced side of the business.

We recruit individuals with an outstanding academic or professional background into firms who recognise that a competitive edge is gained by finding and hiring the best human capital available.

Sectors covered include: Investment Banking, Private Equity, Asset Management, Consulting, and Corporates.

www.joindartmouth.com

Head of Talent & Performance

reinvest recruit

- ATTRACT -
Strategic retained recruitment assignments to identify, engage and secure the best talent for your business.

- DEVELOP -
Training for the Sales, Operations and Management teams.

- RETAIN -
Consultancy to identify pathways to business growth supporting the development and retention of your team.

Chief Reinvestor

ATI (Global Technical Recruitment Services)

ATI is a global specialist recruitment consultancy priding ourselves on placing exceptional candidates into technical & professional roles across energy and industry sectors, over the last 15 years. 

Our sector-experienced candidates complement our clients’ environments and hit the ground running – providing the knowledge and skill to deliver their projects successfully.

Our focus sectors include:
•	Oil, Gas and Petrochemical
•	Nuclear Energy and Renewables
•	Cement & Mining
•	Civil works and Infrastructure
•	Construction

We are currently actively recruiting across the UK, EU, Africa and the ME on specific projects for a number of global companies.

Successfully exited the business.

Senior Director

Hydrogen Group

Hydrogen Group is a global specialist recruitment business placing mid to senior level individuals in over 70 countries. Key practice specialisms include: IT, Project Management, Pharmaceutical/Life Sciences, Legal, Oil and Gas, Power, Mining and Financial Services Inc. Banking. We have also recently won the Global Recruiter Industry Award for 'Best In-house Training'.

Learning & Development Consultant/Coach

England Rugby

A training and development role on behalf of the RFU and the IRB that is continuing to focus on ensuring that the workforce has the correct support and development opportunities to excel.

•Delivering Award and Non-Award courses on behalf of the RFU and the IRB
•Ensuring the quality of delivery in Coach Educator staff
•Assessing and mentoring Coach Educators to ensure RFU workforce is fit for purpose

National Trainer

The remit of this role was to manage the growth and sustainability of Rugby Union across the region whilst operating at a national level to impact current and future programmes. 

•Developed and grew Rugby Union across London & SE
•Managed and deployed a regional team of rugby development professionals 
•Serviced and troubleshot the needs of member clubs and rugby organisations
•Developed and delivered training to workforce as part of on going development

Professional Coach / Rugby Development Officer

Badenoch & Clark

Recruiter and part of the successful Project/Programme Management team. Established and managed relationships with large corporate accounts and specific assignments with SME's. A focus on securing the right talent for the right organisations.

Recruiter

Delivering people development with real world results 🚀📈 | Mt. Blanc & Mt. Cotopaxi Summiteer 🏔️ | IRONMAN 70.3 finisher 🏊‍♂️🚴🏃🏻| IRONMAN in training

⏩ You know how to lead people and teams, right? But you struggle as your business grows and you need other people who may have been excellent individual contributors to now lead growing teams at scale. 

The problem is they don't have the skills or approach to succeed and it's costing you time (firefighting) and profitability. Well, that’s what I help with...👇

I help C-suite leaders create more growth and profit by rapidly up-skilling their managers. 

Need proof? The featured links on this profile and my website are packed with testimonials sharing the experiences others have had.

The Triple-A way I help C-suite leaders like you get these results:

👉🏽Analyse your needs to focus on achieving objectives that matter
👉🏽Accelerate learning through fully customised experiences
👉🏽Apply results directly to lift your culture and bottom line

When it comes to investing in upskilling your managers, I know you want to get the return on investment as fast as possible to fuel the growth and profitability of your business. You also don't have time for your managers to be in endless workshops or want to waste money on e-learning solutions that nobody uses. You need rapidly upskilled managers who create leverage by unlocking more performance and well-being in your employees.

To do that, you need an engaging and powerful solution that creates a quick impact. But also someone who understands how to embed results for the long term. So, 𝗵𝗼𝘄 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝗶𝘁? I'll show you.

✅ I’m proud to have helped businesses from start-ups to 9 figure brands create better performing managers. I've also taught hundreds of C-suite leaders all over the world how to get more out of their teams through my coaching, courses and keynotes. 

✅ You deserve for your business to achieve the growth and profit goals you've visualised. Contact me to find out about the Summit Leadership Programme™ and Summit Leaders Club™.

Send a message and we can discuss how to fix the all important incompetent manager issue for you.
__

www.thewestpeak.com
Email: benstocken@thewestpeak.com
Or message me on LinkedIn

__

Need me to speak?
I've lectured and provided impactful keynotes on "Unlocking Performance" for businesses including Amazon, DHL, Coke, British Triathlon, British Canoeing and Comparethemarket.

Ben Stocken

This clip gives me goosebumps! In 1983, Steve Jobs stood on stage and described a computer you could carry like a book and learn in 20 minutes.
At the time, it was technically impossible. 

So he had 3 options: 

1. Do nothing 
2. Build a piece of crap like his competitors were doing 
3. Design the computer he actually wanted to put in a book, even though it wouldn't fit for years.

He chose option 3. 

First, it fit in a breadbox and cost $10,000 (the Lisa). 
Then a shoebox for $2,500 (the early Mac). 
Finally, a book you could carry, the MacBook millions of students use today.

40 years from vision to reality. 

And it's exactly how I think about building Atherio. 

99% of traditional leadership development is Option 2: putting "a crap" solution out there because everyone else is doing off the shelf workshops and e-learning, even though we know they don't change behaviour.

Option 1 is to do nothing, accept that 82% of managers lack leadership capability and hope someone else solves it.

Option 3 is what we're doing: designing the leadership development system we actually need; real-time AI coaching embedded in workflow that closes the knowing-doing gap, even though it's technically hard and takes years to build right.

Jobs wasn't solving for the next quarter. He was solving for the next generation. 

That's the difference between building something incremental and building something that redefines what's possible.

Most founders optimise for speed to market. Jobs optimised for vision of where the market was going.

I'd rather spend 3 years building the right thing than 3 months building something mediocre just to ship.

This is the mindset we need more of. Not faster MVPs. Not more customer surveys asking people what they want when they don't know what's possible yet.

That's what made Jobs different. And it's what I think about every single day building Atherio.

Do you optimise for speed or for vision?

#Leadership #Product #BillGates #BuildingInPublic #Atherio #AILeadership

Ex England Rugby | Spent 20 years in leadership development. Now replacing what doesn’t work | Founder & CEO, Atherio 🚀

I’m 41, on my second startup, and this year I finally put myself first.
Before I start, I almost didn't post this because...

we're pretty crap at celebrating wins in the UK and my internal voice expects many to scoff at this post and dismiss it as a brag. But if we don't share we can't help, so here goes...

1st picture: January this year? I wasn’t in a great place.
Bloated. Self-conscious. Honestly I'd distracted myself by overeating after a tough end to 2024. Energy low. Confidence lower.

Fast forward 10 months…
2nd picture: The difference is night and day.

Here’s what changed:

I made myself the priority.

No excuses. No shortcuts. No waiting for “the right time.”

Instead:

✅ 0400 starts to put in the hours for Atherio before my family wakes up.
✅ Blocking time for fitness during my day (non-negotiable).
✅ Clean eating (most of the time).
✅ Big focus on sleep quality.
✅ Almost zero alcohol.

All while leading West Peak - BCorp and building Atherio.

It’s been a grind-and I’ve loved every bloody minute of it.

This isn’t a brag. It’s a reminder.

You don’t have to accept the status quo.

I’m a 41 year-old man, a husband, a dad to two incredible kids, and a founder on my second startup.

And it's taken too long for me to realise this simple truth:

If I don’t look after me, who will look after them?

You can’t show up for your family, your team, or your mission if you’re running on empty.

Next year I’m levelling up again and committing to working with Garry Banford from Duratus to ensure I progress again.

Hope this helps a few people out there today to put their own oxygen mask on first. Maybe for the first time.

🙏

2025 Transformation

Yesterday was a lesson in how boring Rugby’s values really are…

But also, why everyone needs to understand just how powerful they are!

If you follow me you’ll know by now that my eldest is a bit of a ledge and mad about rugby. It’s not uncommon for him to throw a Marcus Smith goose step in a match and I wouldn’t be surprised if the Pollock lip licking doesn’t catch on.

Yesterday we were treated to some tickets to the Exeter Chiefs vs. Bristol Bears game.

Austin was super keen to get down to the pitch side and see if we could get a signature from one of the players (heroes), so off we go down to the warm up area for the Chiefs. 

Now I know from my time in Rugby that this is not the time for us to get a signature, but we try out luck! 🍀

Up steps Charlie Chapman (Exeter Chiefs, Scum Half) and does something incredible…

Austin catches his eye and ask him to sign his new Chiefs shirt (you can imagine the hopeful eye’s can’t you).

Charlie jogs over from his warm up. Austin hands him the only pen we have which is a biro 😩 and guess what? It doesn’t work. 

Sh*t I’m thinking this is a bit of an anti climax for my little dude. 

Charlie, cool as a cucumber looks up and says hang on a minute, I’ll be back. 

He turns and runs 50m to the halfway line, into the tunnel and comes back a few mins later with a sharpie. Signs the shirt, chats to Austin, poses for a picture, says he hopes austin has a great day and then is back 100% focused on preparing for the game. 😎

He comes on in the 2nd half, makes a huge impact and Exeter win. 

But that’s not the point…

Rugby teaches what world needs most right now:

Teamwork
Respect
Enjoyment
Discipline 
Sportsmanship

Charlie demonstrated that to his core in one small act yesterday and do you know what, it stayed with Austin. 

Role-modelling is a superpower!

Let’s all be more like Charlie.

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I dragged heavy Mitre boots as a kid. But my son laces up tech-driven boots built to win…

Back then, those chunky Mitre hi-tops were the gold standard. Elite players swore by them. I dragged my feet across muddy pitches, dreaming of rugby greatness.

Fast forward to last night, I’m fitting lightweight studs into my son’s aero, position-specific boots. They’re engineered for speed, precision, and performance.

Everyone loves NEW BOOT DAY, right?

But as I held those boots, a thought hit me…

In sports, the pursuit of an edge is relentless. Every detail is scrutinised. Every innovation embraced. All because winning demands it.

Yet in business?

We’re still dragging our feet.

❌82% of managers haven’t been trained to lead another human. 

For the lucky few, it’s often outdated workshops that barely scratch the surface (unless they are fortunate enough to work with West Peak - BCorp🫡) 

Decades of stagnation.

That’s why I’m building Atherio.

Leadership doesn’t happen in classrooms. It happens in real moments:

- Difficult conversations
- Delegation decisions
- Team conflicts

Atherio delivers intelligent, context-relevant leadership development-embedded in the flow of work, every day.

✅ Real-time support
✅ Habit-building, not one-off training
✅ A fraction of the cost, all of the ROI

The old boots won’t cut it anymore. It’s time to tool up managers to win the game-every day.

DM me to learn more about how today.

P.S. not an AD but adidas boots are 🔥

#Leadership #FounderJourney #AI #Managers

The day I quit England Rugby, I thought I'd failed…

Here's the honest bit: I wasn't patient enough (or probably good enough) to move to the next level. So I moved into corporate leadership development thinking I'd help companies avoid mistakes in people development.

What I found? 

Companies making the same mistakes across every industry…

Managers promoted with zero support. Smart people suddenly terrible at leading. Teams burning out because nobody taught their boss how to actually delegate.

And the "solution"? £366 billion spent globally on leadership training. With 10% ROI. That's a tax on incompetence.

So I built West Peak - BCorp. Proved better worked. Made good money. Helped good people. But I hit the same wall: consulting can help hundreds when I believed there’s a way to help millions. 

Then 250km into the Sahara whilst completing the MDS, it clicked:

Knowing what to do isn't the problem. Doing it under pressure is. 

Your manager knows delegation matters. Until they're stressed, then they just do it themselves. Old pattern kicks in.

You need to remove friction in the moment that it matters. That’s where ultimate value is. 

J.P. Morgan embedded AI into workflow. Got 44% productivity gains. Most companies get nothing because they relied on just training to change behavior.

And I'm not solving this with consulting or courses. AI finally makes it possible to coach behavior at scale.

That's Atherio. Not another workshop. Real-time nudges embedded when managers face real decisions.

✅Before they do it (instead of delegate).
✅Before they avoid conversations (instead of having them).
✅Before they burn out their people (instead of developing them).

So yeah, quitting rugby seemed like failure at the time.

Turned out it was just the beginning. 🚀

#Leadership #EnterpriseValue #Atherio

80%+ of employees would quit because of a bad manager. And replacing that departing talent costs 50-200% of their annual salary...​

The mistake is simple: We confuse excellence in a role with readiness for leadership.

Being exceptional at sales doesn't make you a great sales manager.
Being brilliant at engineering doesn't make you a great engineering leader.
Being the best performer on the team doesn't mean you can develop others.

Those are different skillsets entirely.

Yet 82% of organizations promote people based on past performance, not leadership capability.​ So what happens?

The brilliant individual contributor becomes a drowning manager who:

❌ Can't delegate (they're used to doing it all)
❌ Can't coach (they never learned how)
❌ Can't make tough decisions (they avoid conflict)
❌ Can't inspire teams (they're focused on tasks, not people)

And because they're now under water, they don't invest in their team. They micromanage. They create chaos.

Your best people see that and leave.

82% of first-time managers receive ZERO formal training when promoted. We put people in the hardest job in the company - managing human beings - with zero support system.​ Then we're shocked when they fail and their teams leave.

And when they fail, they don't fail alone. They take their teams with them.​

The companies that don't lose their best people when promoting do one thing differently:

They invest in real-time management coaching before and after the promotion. Continuous behavioral support at the moment the manager needs it.

And that's how elite teams develop leaders at scale, without losing their top performers in the process.

Managers who receive regular coaching stay 68% longer and their teams experience significantly higher retention.​

Let's do the math on one bad promotion:

You promote someone without development support.
Their manager rating drops within 6 months.
Your 3 best performers: the ones who made that team effective all leave within a year.

Cost of replacing those 3 people at 100% of annual salary? ~$450K+ just in recruitment, training, and ramp-up time.​

Plus: Lost institutional knowledge, team morale hit, customer relationships disrupted, innovation stalled.

So, if you're serious about keeping your best people when promoting someone to management:

1. Assess for leadership capability BEFORE promoting
2. Provide immediate, real-time coaching AFTER promoting
3. Measure what matters
4. Create accountability

This is exactly why Atherio exists. That's the gap we're closing: Real-time behavioural coaching embedded in the workflow.

No losing your best people while hoping your newly promoted manager figures it out. When you promote someone, they need real-time support at the moment of performance. That's the only way to actually change behavior and keep your teams intact.

The alternative is watching your best people leave.
#teambuilding #leadershiptraining #management #retention

Private equity just had its biggest quarter in history - six deals exceeded $10 billion, including the largest LBO ever recorded.

But here's the problem no one's talking about:

No matter how big the check, incompetent managers are destroying $95M to $435M in enterprise value per portfolio company (RHR International).

Leadership capability just became the most important valuation lever in PE. Let me show you what I mean:

53% of PE returns now come from leadership capability. Not from financial engineering. Not from bolt-on acquisitions. From whether leaders execute under pressure.

And the harsh truth: 82% of managers in portfolio companies lack the leadership talent to deliver the value creation plan (Gallup).

What This Costs:

Scenario 1: Competent CEO
→ Revenue targets hit consistently
→ EBITDA margins expand 3-5% annually
→ Exit at 8-10x EBITDA = £400M-£500M

Scenario 2: Incompetent manager
→ Best VP quits (£2M-£5M replacement cost per role)
→ CEO defaults to firefighting, strategic initiatives stall
→ Revenue misses by 7%, EBITDA margin drops 4%
→ Exit at 6-7x EBITDA = £300M-£350M

Value destroyed: £100M-£150M

That's the difference between a fund-returner and explaining a write-off to your LPs.

When a CEO exits unplanned, it delays your investment timeline by 18 months on average (Leadership Dynamics). In PE terms, that's an IRR death sentence.

Sophisticated Firms treat leadership like infrastructure:

1. Pre-deal: Behavioural assessments of CEO + C-suite before the deal closes. Not just "can they run a P&L" but "can they make decisions under pressure and retain top talent during transformation?"

2. Post-deal: Real-time AI-powered coaching embedded in daily execution. Not off the shelf workshops managers forget by Monday. Behavioural nudges before difficult conversations, during delegation breakdowns, when accountability slips.

3. Continuous monitoring: Live dashboards tracking manager effectiveness and flight risk. You wouldn't run a portfolio company without real-time financial dashboards, why develop leaders with annual surveys that arrive 6 months too late?

This is why we're building Atherio.

PE timelines don't always allow 6-12 month leadership programs. You need managers executing flawlessly starting Monday, not Q3 next year.

Real-time AI coaching delivers behavioural nudges exactly when needed, before the tough VP conversation, when the CEO reverts to doing instead of leading, when team performance drifts.

Leadership assessment is moving from "nice-to-have" to mandatory due diligence. Leadership quality is now a valuation multiple.

If you're evaluating deals: Can this management team execute at the speed and scale we need, or are we hoping they figure it out?

If you're building for PE exit: Would a sophisticated PE firm see your leadership team as a premium asset or a liability to fix post-close?

The market is pricing leadership capability into every deal now.

#PrivateEquity #Leadership #ValueCreation #EnterpreValue

Replacing one A-player costs £100K-£300K (half to 4x their annual salary)! A 100-person company loses £2M+ annually to turnover costs.​

But the real cost isn't the replacement. It's the collapse that follows. When your best people leave, the entire system stutters. Here's what most companies do:

They hire an L&D consultant. Run a "retention" workshop. Measure completion rates. Then wonder why nothing changes.

The problem: these are behavioral problems, not knowledge problems.

Your manager doesn't lack understanding that they should celebrate excellence. They lack behavioral support in the moment when it matters.

Your CEO lacks real-time accountability for it. This is exactly why we're building Atherio.

Real-time nudges for managers:

→ Before they overlook their best person's contribution
→ When they're tempted to let an underperformer slide
→ When burnout signals hit (behavioral patterns, withdrawal)
→ During career conversations where clarity matters

Not quarterly workshops or annual training. Real-time behavioral coaching that catches problems before A-players become ex-players. 

And that's exactly what we're making possible with Atherio!

Companies don't lose A-players to competitors. They lose them to bad management.

And bad management is fixed with better behavior in real moments.

Which of these 10 is costing you the most right now? And more importantly, how are you actually intervening, not just measuring?


#Leadership #Retention #EnterpriseValue #Management

I've been thinking about something all week…

One of my friends who's a global HR Director told me they spent £480K on leadership coaching last year for 80 managers. Feedback scores were great. Managers loved the coaches. But when they looked at actual behavior change 6 months later, almost nothing stuck.

That conversation has been rattling around because it's exactly what the research shows. The global coaching market hit $7.3 billion in 2025 (PwC). Coaching delivers £5-£7 ROI for every £1 spent (ICF 2025). So coaching works…as long as you don’t stop investing in it!

But traditional coaching can't scale without breaking the bank and it's too slow for how companies move.

One coach can work with 20-30 people maximum per year. Quarterly sessions mean managers wait weeks. Traditional e-learning has 15% completion rates (LinkedIn Learning). Coaching 500 managers costs £3-£7.5 million annually. 

Most companies can't justify that, so:

❌ managers get a two-day workshop, 
❌ forget 90% of the lecture they’ve had by Monday, 
❌ and hope they figure it out (unless they get to work with West Peak - BCorp, which many can't).

And that's exactly where AI changes the game - not as hype, but as a practical solution.

✅ 84% of managers report higher confidence after AI coaching (Tenor AI Oct 2025). 
✅ Gen AI adopters see £3.71 return for every £1 spent. 
✅ MIT research shows AI role-play works from day one because managers practice before high-stakes moments.

Managers don't need more knowledge. They know what good delegation looks like. The problem is in the moment when they're stressed, three things are on fire, they revert to old patterns. They micromanage. They avoid the conversation.

AI can be there in that exact moment. Not three weeks later. Right before the 1:1 with the underperforming VP. During the delegation conversation when they're tempted to just do it themselves.

Now let me be honest about what AI can't do. Complex ethical dilemmas requiring human judgment. Deep emotional processing. Strategic career pivots need human wisdom. Building trust in sensitive situations requires a real person.

That's why I'm building Atherio with a hybrid model, AI handles 90% of coaching moments, human coaches focus on the genuinely complex 10%. Not replacing coaches. Giving them leverage.

I keep coming back to that HR Director conversation. 

Traditional coaching transformed me. I'm not dismissing it. But it's economically impossible at scale and too slow.

AI coaching isn't perfect. But for 90% of leadership moments: delegation, feedback, accountability; it delivers faster, more consistently, at a fraction of the cost.

📊 That's not hype. That's the actual data. 

Follow me as I build the solution we all need that nobody else did, at Atherio!

#Leadership #AICoaching #LeadershipDevelopment

Marks and Spencer

Food Logistics Programme Manager

Ocado Readiness Programme Manager (secondment)

C&H Logistics Programme Manager

Customer Propositions Project Manager

Logistics Project Manager

West Peak

Operations Director

Inmarsat

With alignment to the Enterprise (Land) Business Unit with responsibility for land based product and service projects utilising the latest Global Express satellite functionality. Including Programme Management activities across the portfolio of projects reporting monthly to the Vice President of the Business Unit.

Project Manager

Partnership Services (Business Service Centre of the John Lewis Partnership)

With a remit to conduct programme level activities to ensure the successful delivery of programme RIO; a £24m business transformation initiative to ratify and improve the procurement processes across the JLP.

Programme Analyst

Attenda

Responsible for delivering projects of varying size and complexity. These have been physical and virtual network infrastructure in nature, whilst managing resources, budgets, multiple suppliers and with the overriding goal of improving services and/or business process for the client. Often managing multiple projects in parallel for clients including Regus, Capgemini (RMG), NHS, Swire Oilfield Services, Matches Fashion and River Island.

Centrica

• Project Managed all projects up to the value of £100k
• Created and maintained cost reports for all projects within the portfolio presenting monthly on their position against £22m project budget to heads of departments and team members
• Produced business cases for projects identified by programme management and then submitted them to key stakeholders for approval
• Developed and maintained documentation tracker detailing position of key documentation for all projects
• Created project management guide and implemented processes for project initiation through to completion enabling consistency and high quality project management.
• Responsible for updating team on status of projects and act as liaison with the project and operational delivery teams.
• Managed and expanded approved list of suppliers following appropriate due diligence
• Liaised with stakeholders and Finance with accurate project costs accrual figures 
• Archived project documentation ensuring it’s easily accessible to team
• Supported programme manager in creating a frame work agreement for PM services.

Project Analyst

A PRINCE2 Programme/Project Manager that has successfully delivered multiple global projects in parallel for leading Blue Chip organisations. With over 10 years’ experience leading highly motivated and engaged teams. A specific strength in delivering business critical products and services projects to external and internal customers in extremely fast paced environments. 
 
Specialties: Project Management, document management, developing and delivering new processes, managing databases, managing budgets and reporting on costs.

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Ben Stocken

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