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 in the work context and your service offering. This is how to build capable employees and a connected workforce.

What makes ARCA+ effective?

• It’s simple, yet a robust 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 - working across roles, contexts and organisational types. Whether you're a frontline worker, an experienced practitioner, a leader in People and Culture, Marketing, or Finance, 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 employees to mean something.

• The + is where the real impact 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 - The Foundation of ARCA+
Alliance is the cornerstone of the ARCA+ model, setting the tone for every subsequent conversation. More than rapport, it’s about creating psychological safety, mutual trust, and shared purpose. In ARCA+, Alliance transforms 1:1s from something done to someone into something co-created with them. It’s not a one-off step; it runs through the whole conversation, shaping how reflection is heard, how capability is supported, and how accountability is owned.

Without it, growth conversations risk slipping into transactional or compliance-focused routines. With it, they become spaces for learning, vulnerability, and genuine development.

R Reflective - Turning Experience into Insight
Reflective in ARCA+ is about creating space for insight, not just surface-level updates. It delves deeper into meaning, emotion, values, and professional identity, enabling employees to recognise patterns, navigate dilemmas, and explore ethical and work challenges in a safe environment.

By connecting the personal to the professional, Reflective builds self-awareness, reduces reactivity, and strengthens confidence in complex roles. In busy and complex workplaces where 'doing' often overshadows 'thinking', ARCA+ protects time to pause, make sense of experience, and turn it into purposeful learning and action.

C Capability - From Reflective to Growth
In ARCA+, capability is the bridge between reflection and growth. It’s not about telling people what to do, but guiding them to uncover, strengthen, and apply their skills with intention.

This pillar is about real-time development, building confidence, problem-solving capacity, professional judgment, and role clarity. Leaders take a developmental stance, supporting employees to identify their learning edges and shape purposeful next steps.

With capability at the centre, 1:1s move beyond updates to become spaces for professional growth and cultural transformation, where investing in learning and people builds not just employees, but the whole organisation.

A Accountability - Shared Ownership and Momentum
In ARCA+, Accountability isn’t about administration, oversight, or compliance; it’s about clarity, ownership, and forward momentum. It ensures that reflection and capability-building translate into meaningful outcomes, not just insight.

Here, Accountability is shared, not imposed. Employees take responsibility for their growth, actions, and impact, while leaders remain consistent and supportive in follow-through. Grounded in psychological safety, Accountability becomes an empowering pillar, connecting expectations with behaviour, building confidence and integrity, and reinforcing professional impact.

➕ Flexibility - Adaptive and Inclusive
Flexibility ensures ARCA+ 1:1s remain adaptable, person-centred, and inclusive, while still maintaining structure and consistency in support. It means tailoring conversations to the individual, adjusting focus based on current challenges, stage of development, or wellbeing needs.

Flexibility also includes adapting session length, frequency, or structure to what’s most useful, while ensuring meetings remain purposeful. Importantly, it supports diverse and neuroinclusive learning needs by adjusting communication and reflection methods to match different cognitive and sensory preferences, making 1:1s accessible and meaningful for all.

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

The Leadership Gap is Real. ARCA+ Closes It

Leadership isn’t just about performance outcomes; it’s about how leaders show up in conversations that shape culture, capability, and connection.

• Today, 69% of people say their manager has more impact on their mental health than their doctor.

• Yet, only 15% of managers receive the training they need to lead those conversations effectively.

But this isn’t just about employee mental health. It is also about trust, development, retention, and performance. 1:1s shouldn’t be a checkbox. When done well, they are the heartbeat of a learning culture. ARCA+ turns catch-ups, supervision and 1:1s into structured, supportive, and reflective conversations that grow people, not pressure them. It helps leaders build capability, confidence, and clarity in their leadership, and it provides employees with space to reflect, develop, and remain connected to their purpose.

This is real leadership: relational, reflective, and ready for complexity.

Explore our tailored packages below:

Employee Focus

For individuals ready to take ownership of their growth and development.

Leader Focus

For leaders who want to evolve their leadership and connection with their people.

Organisational Focus

For organisations ready to embed a reflective, accountable, and scalable approach to 1:1s.

Ways to Work & Lead the ARCA+ Way

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

We’re inviting forward-thinking organisations to be part of an exciting new initiative designed to transform employee–leader 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 your work context, 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.

You can access your free copy of the ARCA+ Overview Guide below.

Why Organisations Need to Invest in Structured, Reflective 1:1s Like ARCA+

Most organisations think their check-ins, 1:1s and supervision are 'good enough.' But they don’t realise what they’re missing until disengagement, misalignment, or burnout show up in real, costly ways.

ARCA+ is built on the evidence that professional one-on-ones are one of the most powerful and underutilised levers for organisational effectiveness, leadership confidence, and employee well-being.

The Truth

• $144,500 per day. That’s what executives in large organisations estimate they lose due to soft skills gaps, like poor communication, low emotional intelligence and self-awareness, lack of trust, and disengagement (Harvard Business Review).

• 70% of the variance in employee engagement comes down to one factor: the employee’s direct manager (Gallup).

• Employees without regular 1:1s are 4x more likely to be disengaged and 2x more likely to view leadership unfavourably (Harvard Business Review).

• $10 billion per year is lost in Australia due to stress-related absenteeism directly linked to poor leadership (Forbes Australia).

• $6 billion annually is lost due to low psychosocial safety from presenteeism and absenteeism (Safe Work Australia).

• $10.9 billion per year is lost by employers due to untreated workplace mental health issues (Smart Company).

The Case for Commitment

Organisations can’t afford to treat 1:1s as optional, informal, or leader-dependent. When employee support varies based on personality or pressure, it creates inconsistency, risk, and blind spots and waiting until disengagement, burnout, or turnover forces you to act is simply too late. ARCA+ transforms 1:1s from a missed opportunity into one of your most strategic assets.

The Hidden Costs of Poor or Inconsistent 1:1s

• Low trust and psychological safety

• Bottled-up frustrations and unresolved conflict

• Lack of clarity around growth, development, and performance

• Leaders unsure how to support or challenge their people

• Employees quietly burning out, with no safe space to speak up.

Engagement and Leadership Are Still Lagging

• Only 16% of Australian employees report being fully engaged at work, which is a drop from 18% the year prior (ADP Australia).

• Up to 70% of employee turnover is linked to poor management, not the job itself (RDL Management Consultants).

• Organisations recognised as 'Best Places to Work' outperform others by 12–14% in wellbeing, recognition, and job satisfaction (The Australian).