ARCA+ Model The collabbWAY1:1

Explore the collabbWAY 1:1 model — a practical, people-focused approach to conversations that strengthen leadership, build trust, and support real development.

Designed for leaders and teams, this model helps embed clarity, connection and accountability into everyday practice — so 1:1s become a tool for growth, not just a task to tick off.

Empower Leadership Growth

ARCA+ is more than a supervision meeting model , it’s a practical, reflective framework that helps leaders hold space for growth, accountability and real conversation. It’s designed for real-world complexity, not theory.

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 — Staff leave with clarity, ownership, and confidence to act.
Centred around a coaching lens to build capability, encourage reflection, and support continuous learning and growth.
It centres relationships — Grounded in trust, reflection, psychological safety, and connection — not just performance.
It’s adaptable — Works across roles, contexts and organisational types. Whether you're a frontline worker, a leader in People and Culture, Marketing, or Service Delivery, ARCA+ is relevant to everyone and can be adapted.
It’s made for real work contexts — designed by people who understand the work and built for teams that want direct support of staff to mean something.

Alliance. Reflect. Capability-Building. Accountable. +

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.

Leadership Framework

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

The ARCA+ Pillars:

A – Alliance
Clarify purpose, expectations, and roles. Build trust, explore wellbeing needs, and agree on how coaching, feedback, and learning will work in this relationship.

R – Reflect
Create space to process complexity, practice insights, and discuss work or practice challenges in a safe, purposeful way.

C – Capability Building
Support growth through strengths-based development, live feedback, reflective learning, and skill-building aligned to role and goals.

A – Accountability
Promote follow-through, responsiveness to risk and ethical standards, and alignment of performance with outcomes, quality, and impact.

➕ Flexibility
Adapt to the needs of individuals, roles, and contexts — including neurodiversity, cultural safety, and shifting priorities — without losing structure..

A coaching mindset supports these pillars. Coaching aims to develop capability, confidence, and growth by guiding supervisees to find solutions, build skills, and take purposeful action in their practice. Coaching is how the supervisor leads supervision or a 1:1 meeting. The supervisor coaches to foster insight, reflection and accountability.

1:1 meetings are centred around curiosity, psychological safety, development, and shared responsibility. While the model is bold and a little left of centre, it’s grounded in what makes supervision or 1:1 meetings meaningful, ethical, and purposeful.

Implementing robust frameworks that enable employee development and sustainable leadership in organizations, ensuring that staff feel valued and empowered in their roles for long-term success.