Case Studies

Client Overview

Thriva is a fast-growing HealthTech company based in London, focused on helping individuals take control of their health through innovative, data-driven diagnostics and personalised healthcare insights. As a mission-driven business operating in a dynamic, evolving sector, Thriva places a strong emphasis on culture, collaboration, and leadership alignment.

Challenge

As Thriva has scaled, its Senior Leadership Team (SLT) has recognised the importance of strengthening internal collaboration and ensuring the leadership group is aligned both in working style and cultural vision. While the team is high-performing and united around the company mission, there is a desire to better understand individual working styles, communication preferences, and leadership approaches.

The goal was to surface both strengths and development areas across the team to support more effective collaboration, improve strategic decision-making, and encourage greater appreciation of diverse leadership contributions. Additionally, the SLT wanted to take an intentional step toward defining Thriva’s organisational culture and how it should be presented publicly to strengthen its employer brand and reputation.

Solution

Rostrup partnered with Thriva to design and deliver a half-day workshop focused on leadership self-awareness and cultural definition. In advance of the session, each SLT member completed a self-assessment personality profiling tool, generating individual reports that outlined their unique strengths, communication styles, and leadership traits.

During the workshop, Rostrup facilitated a highly interactive session exploring how individual styles influenced team dynamics, decision-making, change readiness, and communication. Insights were shared openly, helping the team understand how to better leverage one another’s strengths and adjust their interactions for greater impact.

The second half of the session focused on culture mapping. Through guided group activities, the SLT identified the core characteristics, values, and behaviours that defined the Thriva culture. These insights were consolidated into a working culture statement to serve as a foundation for future employer brand messaging and internal alignment.

Outcome

The session generated openness and authenticity. The SLT embraced the opportunity to reflect, challenge assumptions, and deepen their understanding of one another. This increased mutual respect, reinforced trusting relationships, and created clarity on how each member could contribute uniquely to team effectiveness.

The culture work also gained significant traction. The initial statement formed during the session became the starting point for a wider organisational initiative to refine and embed Thriva’s cultural identity, both internally and externally.