About
The Sunrise Method exists because two very different professionals kept arriving at the same conclusion about why teams struggle.
The story
The Sunrise Method grew out of Sunrise Psychotherapy, a UK private practice. Year after year, the same story arrived in the therapy room wearing different faces: capable people worn down not by their work, but by how their team worked: unclear expectations, conversations that curdled, effort that went unseen.
Therapy could help the person. It couldn’t reach the team. So the practice began asking a different question: what would it take to change the room those people go back to on Monday?
The answer came from an unlikely conversation: between a psychotherapist and a former military instructor who had spent a career turning groups of strangers into teams that trust each other under pressure. They disagreed about plenty. But on the fundamentals they kept agreeing: people need to know what is expected of them, they need to be able to tell each other the truth, and someone has to hold both of those steady. The Sunrise Method is that agreement, turned into a programme.
The founders
Co-founder · Process · name to follow
A UKCP-registered psychotherapist with years of clinical practice behind the method’s psychological spine. Her conviction: most workplace conflict is two reasonable people stuck in a pattern neither of them chose, and patterns can be named, and changed, without anyone being sent to therapy at work.
Co-founder · Structure · name to follow
A former military instructor who spent a career briefing missions, reviewing them honestly, and building trust in teams that couldn’t afford misunderstandings. His conviction: micromanagement is a briefing failure, blame is a process failure, and both are fixable habits. No shouting required.
Values
Care and candour are not opposites. The kindest thing you can give a team is clarity, and the clearest thing you can give it is care.
We name the patterns teams fall into; we never put an individual on display. Nobody is typed in public, blamed in a review, or made the example.
We publish the follow-up numbers whether they flatter us or not. A method that stays for a year has nowhere to hide, and shouldn't want one.
No breakthroughs, no epiphanies for sale. Insight, action, reflection, growth, repeated until the loop belongs to the team, not to us.
The bench
Every engagement is delivered by two facilitators drawn from two carefully kept benches: psychological practitioners with substantial Transactional Analysis training and organisational experience, and military-experienced instructors selected for one question above all: can they teach and hold a civilian room?
Both complete the same certification: trained by the founders in each other’s discipline, assessed on live handoffs, observed across two full programmes before certification, and recertified annually. Facilitators run an after-action review on themselves at the end of every delivery day. We practise what we teach, on ourselves, first.
Discovery calls are taken by a founder, not a salesperson, and the call itself models the method: two lenses, honest questions, an adult conversation.
Book a discovery call