Conflict is inevitable. It’s both a cost that drains your organisation and a source of breakthrough innovation. The difference? Whether you fight it or harness it.

Together, we can turn:

• Industrial Conflict into Collaboration
• Silos from departmental conflict into Innovation
• Waste from operational conflict into Throughput

If you want to transform Conflict, Silos and Waste into Collaboration, Innovation and Throughput—you’re in the right place.

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What is High Performance through Engagement (HPtE)?

HPtE is a systemic approach to finding synergy across the 3Cs:

• Commercial Responsibility – Financial performance, ROI, sustainable profitability
• Customer Value – Service quality, operational resilience, stakeholder outcomes
• Constructive Culture – Engagement, partnership, professional development

Traditional approaches force trade-offs: improve one “C” at the expense of another. That is why the Conflict occurs. HPtE finds synergy between the 3Cs—integrating all three so they reinforce and amplify each other.

When you evaporate the conflict between Commercial Responsibility, Customer Value, and Culture, you unlock sustainable high performance.

And the good news? You can fund it from wasted time and money.

Research by Masters and Albright (2002) in “The Complete Guide to Conflict Resolution in the Workplace” indicates that employees spend approximately 42% of their time engaging in or attempting to resolve conflict, while managers dedicate 20% of their time to conflict-related issues.

“Workplace conflict costs British businesses £28.5 billion annually—resources lost to managing disputes rather than creating value.”

Source: Acas research, “Estimating the costs of workplace conflict” (2021)

If you want to stop wasting time and money read on.

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Choose Your Path

For Enterprise Leaders & Organisations

You’re responsible for commercial performance, customer outcomes, and culture. You know these shouldn’t be in conflict—but they often feel that way.

Together, we can:

• Transform adversarial industrial relations into strategic partnerships
• Break down silos that block innovation and waste resources
• Build engagement-driven performance that your people sustain

Explore Enterprise Transformation →

For Union Leaders & Representatives

You’re protecting your members’ interests, professional standards, and working conditions. You know partnership shouldn’t mean compromise—but traditional conflict hasn’t delivered what your members need either.

Together, we can:

• Transform adversarial relationships into strategic partnerships that protect members whilst advancing the profession
• Turn unresolved issues into collaborative problem-solving that delivers real outcomes
• Build union influence through partnership capability, not just industrial power

Explore Union Partnership →

For Practitioners & Facilitators

You want to master the methodology that turns conflict into breakthrough—for yourself, your team, or your clients.

Together, we can:

• Develop your capability in HPtE methodology and the 3Cs framework
• Learn proven tools: Evaporating Cloud, Interest-Based Problem Solving, TOC Thinking Processes
• Join a global community of transformation practitioners

Explore Practitioner Development →

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About HPtE and Karl Perry

The Methodology and Its Founder

HPtE Practitioner.com was created by Karl Perry, who has spent 25+ years transforming some of the world’s most challenging union-management relationships.

Karl’s approach is distinctive:

• He views conflict as a constraint that holds back human systems—and constraints can be evaporated using systematic thinking
• He takes complex methodologies like Theory of Constraints thinking tools and makes them accessible and applicable in high-stakes industrial relations contexts
• He’s not interested in maintaining the status quo. HPtE is designed to be a catalyst for courageous organisational growth
• Authenticity and impartiality matter more than hierarchy or politics. HPtE creates environments of trust where real issues can be explored openly
• Change is a journey, not a one-time event. HPtE prioritises building long-term partnership capability over quick fixes

Karl has been engaged by organisations including British Airways (2020 and 2024), Air New Zealand (40+ improvement projects over 4 years), and Thomas Cook Airlines, delivering breakthrough results in post-industrial action environments and complex multi-party stakeholder negotiations.

HPtE isn’t just facilitation—it’s methodology transfer. The goal is to build internal capability so organisations can sustain high performance through engagement long after the initial intervention.

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The 3Cs Model

Synergistic Value Creation

At the heart of HPtE is the 3Cs Model: Commercial Responsibility, Customer Value, and Constructive Culture.

The model emerged from Karl’s work at Air New Zealand, where former CEO Christopher Luxon (now Prime Minister of New Zealand) articulated the leadership challenge:

“The thing for me is recognising that, as a business leader, you have a responsibility to lead a company for the future, leaving it in a better place in five, 10, 15, or 20 years’ time. My job is to make sure that commercials are strong, the customer experience is great, the culture of the organisation is constantly improving.”

The 3Cs principle: Optimising one dimension at the expense of the others creates unsustainable performance. True high performance requires synergy across all three.

HPtE provides the frameworks, tools, and facilitation capability to achieve this synergy—even in highly adversarial environments.

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Services

For Enterprises

HPtE delivers transformation at scale for organisations facing complex industrial relations challenges:

Industrial Relations Transformation Programmes

• Shift adversarial union-management relationships to collaborative partnerships
• Navigate post-industrial action environments and rebuild trust
• Design governance structures that sustain engagement over the long term

Interest-Based Problem Solving (IBPS) Facilitation

• Facilitate high-stakes negotiations focused on underlying interests, not positions
• Guide cross-functional improvement teams through complex organisational challenges
• Build internal IBPS capability through methodology transfer

HPtE Strategy Implementation

• Design and deploy comprehensive HPtE programmes tailored to your context
• Integrate 3Cs frameworks into strategic planning and improvement case development
• Establish metrics and governance to track commercial, customer, and culture outcomes

3Cs Improvement Case Development

• Build improvement cases that demonstrate synergy across all three dimensions
• Engage stakeholders in co-creating solutions that honour competing interests
• Ensure sustainability by avoiding single-dimension optimisation

For Practitioners

HPtE is building a global community of practitioners who can facilitate high-performance transformation:

HPtE Facilitator Training and Certification

• Master the HPtE methodology and TOC Thinking Tools
• Develop facilitation capability for high-stakes stakeholder environments
• Join a community of practice committed to collaborative problem-solving

Practitioner Community Membership

• Access methodology resources, templates, and implementation guides
• Collaborate with experienced practitioners on challenging cases
• Contribute to the evolution of HPtE practice

Methodology Resources and Templates

• HIT (HPtE Improvement Team) project templates
• Facilitation guides for IBPS and Evaporating Cloud sessions
• 3Cs improvement case frameworks and tools

Ongoing Professional Development

• Advanced facilitation workshops
• Supervision and peer learning
• Access to case study bank and lessons learned

Interested in practitioner training? Our community is carefully curated to maintain quality and shared values.

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Client Results

Trusted by Leading Organisations

Air New Zealand – 40+ diverse improvement projects over 4 years, introducing collaborative workplace culture across operational and strategic levels

Thomas Cook Airlines – Facilitated first successful pay deal post-industrial action, rebuilding trust and engagement with disenfranchised pilot workforce

British Airways – Engaged in 2020 to repair relationship with pilot union following £121m strike impact; re-engaged in 2024 to lead ongoing HPtE initiative across multiple improvement teams

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Client Testimonials:

Companies Say …

“I’ve had the absolute pleasure of working alongside Karl as we introduced a more collaborative workplace across Air New Zealand. Karl has a unique and extremely valuable skill set within the philosophy and practical implementation of High Performance Engagement.

He has rich and real capabilities in this space to think and engage strategically with internal and external stakeholders, build effective and improved working relationships, and facilitate workshops & training sessions across all levels of complex organisations.

His toolbox and methods, combined with his deep understanding of human and organisational psychology, enable him to be a trusted & impartial partner and advisor.

I would absolutely recommend Karl to any organisation serious about creating a High Performance Engagement workplace.“

Patrick Behrendt – General Manager of Continuous Improvement | Operations Research and PMO – Air New Zealand

Unions Say …

“NZALPA recommended Karl to Air New Zealand when they were seeking external High Performance Engagement facilitators in late 2014. He was the highest scoring candidate and has successfully facilitated a number of challenging issues using the HPE approach that NZALPA has had direct involvement in – including the establishment of a HPE Jet Pilot Steering Committee, a base closure (involving multiple union parties) and a number of complex contractual issues.

Within NZALPA, he has facilitated staff team building sessions, strategic planning, a recent structural review of NZALPA sponsored by the Board of Management and coached senior leaders within the organisation. Moving from a traditional combative and conflict-based relationship toward a more collaborative approach is not an easy task.

Karl is able to remain a neutral and impartial facilitator while guiding the parties through sometimes complex and emotive problem solving. I can personally recommend Karl as a consultant, facilitator and as a leadership coach.”

Dawn Handforth – General Manager at NZALPA

Clients Say …

“I had the privilege of working with Karl to overhaul and re-engage a pilot workforce that had started to feel disenfranchised. This disenfranchisement had taken place over a number of years and the trust had broken down to the extent that industrial action was undertaken. This industrial action was unique and that the trust between the pilots and management had been lost.

Following the industrial action there were two possible ways forward. One was continue in the old way, and hope it got better or try something radical. As with all changes they are unique and require unique skill sets. These unique skills were what Karl brought to the situation. It was clear that a mindset change based not solely on individuals our individual relationships but one built around process would be the only way forward.

Karl, brought that capability along with the capability of articulating a new concept and what it would mean to both the Company and employees. This articulation and the coaching that Karl invested into the process showed significant results in a short space of time. Whilst trust would only come with time, the work Karl put into us saw the first pay deal following industrial action delivered to a satisfactory conclusion for both parties. This conclusion was only possible as a result of working together to overcome mutual obstacles.

The work that Karl did was not only invaluable to the Company but also brought a new sense of involvement to the pilots. Whilst the concepts that Karl coaches are simple, the way that Karl delivers them is key to an understanding that no matter what challenge is presented it can be overcome for the benefit of both the Company and employees.”

Richard Nanton – UK Director of Flight Operations at Thomas Cook Airlines

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Learn More

Explore HPtE Further

Read HPtE Insights →

Explore our blog for methodology deep dives, case studies, and thought leadership on industrial relations transformation, Theory of Constraints thinking tools, and organisational psychology.

About Karl Perry →

Learn more about Karl’s journey from employment relations specialist to HPtE methodology founder, including detailed case studies from Air New Zealand, Thomas Cook Airlines, and British Airways.

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Stay Connected

Subscribe to HPtE Insights

Stay up to date with the latest methodology developments, case studies, and practitioner resources. Subscribe to receive:

• New blog posts and thought leadership
• Case study releases and lessons learned
• Practitioner community updates
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Contact & Next Steps

🚀 Ready to Transform Your Organisation?

Whether you’re facing adversarial industrial relations, seeking to build internal facilitation capability, or looking to join the HPtE practitioner community, we’d like to hear from you.

For Enterprise Enquiries:

If you’re considering HPtE for your organisation, let’s start with a conversation about your specific context and challenges.

Get in touch via LinkedIn to discuss your specific challenges and how systematic partnership development might help.

💼 LinkedIn: linkedin.com/in/karlgperry

📧 Join Our HPtE Practitioner Community

Our practitioner community is carefully curated. If you’re an experienced facilitator, coach, or organisational development professional interested in HPtE methodology, we invite you to join us.

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Based in London | Working Globally

Karl Perry is currently based in London, supporting the British Airways HPtE initiative and other projects. HPtE methodology has been implemented across aviation, healthcare, manufacturing, local government, and public sectors in New Zealand, United Kingdom, and internationally.