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Air Defence & Surveillance
Experience across air defence, air surveillance, radar systems and Short & Medium Range Air Defence capability.
About One Degree Training & Coaching Ltd
We believe people can achieve more together than they ever could alone.
One Degree exists to help turn that belief into reality.
We work with organisations to develop high-performing people and teams, creating the conditions for people to challenge well, trust one another, work in the same direction and maintain the standards that turn individual capability into collective performance.
Why One Degree Exists
It started with a simple question: why doesn't good leadership training always create good leadership?
One Degree grew from more than two decades of experience leading, developing and working alongside people in the Royal Air Force.
The training was often very good. The people were capable. Yet what happened back in the workplace didn't always reflect what had been taught in the classroom.
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The training wasn't necessarily the problem.
While facilitating RAF Leadership & Management training, Andy became increasingly interested in the psychology of leadership and the difference between what people understood in a learning environment and what they were able to apply once they returned to work.
Capable people could attend good training, understand the principles and still find themselves repeating old patterns when faced with competing priorities, difficult relationships, unclear expectations or the realities of everyday work.
02
The conventional model felt incomplete.
When Andy left the RAF, he was offered several roles delivering leadership and management training. The opportunities were good, but the model was familiar: teach a cohort, send them back to work, then move on to the next group.
That wasn't how he believed meaningful development happened. People needed opportunities to apply what they had learned, understand what was getting in the way, receive challenge and support, and keep working on improvement after the course ended.
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The focus eventually became bigger than leadership.
One Degree originally concentrated on leadership development. Over time, however, the most important changes weren't confined to the individual leader.
Relationships improved. People understood one another better. Teams communicated differently, challenged more effectively and became clearer about what needed to happen next.
The real opportunity wasn't simply creating better leaders. It was helping capable people perform better together.
THE IDEA THAT SHAPES ONE DEGREE TODAY
Individual capability matters. What matters even more is what happens when that capability has to work with everyone else's.
Experience Behind One Degree
Experience built where people, information and systems had to work together.
Before One Degree, founder Andy Nisevic spent 23 years in the Royal Air Force, progressing to Warrant Officer and working across leadership, operations, technical defence and people development.
It created a practical understanding of something that still shapes One Degree today: highly capable individuals only create strong results when the wider system allows them to perform effectively together.
23
Years in the Royal Air Force
WO
Progressed to Warrant Officer
4
Core areas of experience
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Defence Information
Work involving defence intelligence, communications and tactical data-link systems where the quality and timing of information mattered.
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Operational Experience
Experience in operational and combat environments where coordination, clear decisions, accountability and consistent standards were essential.
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Leadership & People Development
Leadership responsibility combined with experience facilitating Leadership & Management development and exploring how people actually apply what they have learned.
Systems & Capabilities
Guardian · LEAPP · Short & Medium Range Air Defence · Link 11 · Link 16 · Link 22
Industry Exposure
Experience working alongside organisations including Thales, Saab, Marshall, IBM, MBDA, Lockheed Martin & many others.
WHAT THAT EXPERIENCE TAUGHT US
Complex environments don't become effective simply because good people are involved.
Performance depends on how well people share information, challenge decisions, understand priorities, coordinate their work and maintain standards together.
What Guides One Degree
Why we exist, where we're going and how we behave.
Our Purpose, Vision, Mission and Values are intended to guide real decisions, not simply describe the organisation we would like to be.
To help people achieve more together than they ever could alone.
We believe individual capability matters, but the greatest opportunities often appear when people bring together different perspectives, experiences and strengths.
High performance isn't about demanding that everyone constantly wants more. It's about creating the conditions in which people can contribute well together and develop when they choose to.
A world where high-performing people build high-performing teams, high-performing teams build successful businesses, and successful businesses create greater opportunity for everyone.
We see people, team performance and commercial success as connected. Stronger businesses can invest more in people, create better jobs, provide development and generate wider opportunity.
To develop high-performing people, teams and businesses through practical training, coaching and mentoring that creates meaningful, sustainable improvement.
We focus on what happens after the learning, when ideas have to work in real organisations, with real people, competing priorities and everyday pressures.
Improvement has to be practical enough to use, meaningful enough to matter and sustainable enough to last.
Our Values
How we expect to behave, especially when it's difficult.
These values apply to our team, our associates and the way we work with clients. They are intended to shape judgement and behaviour, not simply sit on a page.
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We Do What's Right
We choose what is right over what is easy.
That means being honest, commercially responsible and willing to make uncomfortable decisions when the easier option would compromise the client, the team or the organisation.
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We See The Person
We understand the person before judging the behaviour.
Understanding creates a better response. It doesn't remove accountability. We combine empathy, support and challenge rather than assuming one has to replace another.
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We Raise The Standard
We expect more, and we help people achieve it.
Performance isn't only about what we achieve individually. We also consider the effect our contribution has on the people and performance around us.
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We Keep Moving
We know the direction, learn, adjust and go again.
Progress doesn't require perfection. One degree in the right direction, repeated consistently, can become significant change.
ONE DEGREE
The name reflects two ideas: improvement and direction. Small improvements matter, but they matter most when everyone understands where they're heading.
The KISS Team Performance Model
Keeping High Performance Simple.
One Degree uses the KISS Team Performance Model to understand and strengthen the conditions that allow capable people to perform effectively together.
It focuses on four areas that influence how teams challenge, trust, align and maintain standards.
K
01
Kindness
Kindness isn't about keeping everyone comfortable.
It means doing what is genuinely best for the person and the team, which can include support, honest feedback, disagreement and difficult conversations.
Creates
Constructive Challenge
I
02
Integrity
Trust grows when words and actions consistently match.
People need to know that commitments matter, responsibility is taken seriously and expectations apply consistently, regardless of who is involved.
Creates
Trust
S
03
Simplicity
Complexity makes it harder for capable people to perform well together.
Clear priorities, clear roles, clear decisions and clear trade-offs help people understand what matters and where their effort should go.
Creates
Alignment
S
04
Standards
Expectations only matter when they are understood and upheld.
High-performing teams make standards explicit, reinforce them consistently and address the moments when performance falls below what has been agreed.
Creates
Consistency
WHEN THESE CONDITIONS WORK TOGETHER
Constructive
Challenge
Mutual
Trust
Shared
Alignment
Reliable
Consistency
Creates the conditions for
Consistently High Team Performance
WHY KISS?
Simplicity isn't about dumbing things down.
The name comes from the familiar idea of “Keep It Simple”. For One Degree, the principle is that good systems, expectations and ways of working should be simple enough for people to understand and use consistently.
Unnecessary complexity makes success harder. Simplicity removes that complexity so people can spend more energy performing and less energy working out how the organisation expects them to operate.
EXPLORE THE MODEL
See how the KISS Model is used to understand and improve team performance.
What This Means In Practice
We don't do performance to people.
Sustainable improvement is created with people, not imposed on them.
One Degree brings the structure, challenge, coaching and outside perspective. The organisation and its people have to bring their real challenges, make decisions and follow through on the work.
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We start with what's actually happening.
We don't begin with the assumption that a team needs more training. We look at where performance is being lost, how people are currently working together and what is getting in the way.
Focus
Understand before prescribing
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We work on the real work.
The useful conversations are usually connected to actual priorities, decisions, relationships, standards and challenges rather than hypothetical scenarios that disappear when the session ends.
Focus
Application over theory
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Both sides have to show up.
We can provide expertise, challenge and support, but no external partner can create lasting improvement without the people inside the organisation doing their part between conversations.
Focus
Shared responsibility
THE WORKING RELATIONSHIP
You bring the reality. We help you improve it.
FROM ONE DEGREE
- Honest outside perspective
- Practical challenge and support
- Clear structure and direction
- Focus on implementation
FROM THE CLIENT
- Bring the real challenges
- Be willing to be challenged
- Make decisions and take action
- Keep working between sessions
A Recent Example
When the work continues beyond the session, the numbers can change too.
One accountancy practice combined DISC-based development, team coaching and one-to-one director coaching to address obstacles, clarify action and support implementation.
Figures below are client-reported. The client has given permission for the figures to be shared anonymously.
Average Billability
65%
75%
within two months
Additional Billing
≈ £200k
per month, client-reported
Year-End Work
50%
further along, client-reported
Client Investment
£5,237
plus VAT
OUR VIEW OF IMPROVEMENT
The aim isn't to make a team dependent on One Degree. It's to help the team become better at producing high performance for itself.
The Next Step
You may already have the capability you need.
The question is whether that capability is translating into consistently high team performance.
A Team Performance Conversation is a simple way to explore what is working well, where performance may be getting lost, and whether One Degree is the right fit to help.
No obligation. No prepared pitch. Just a useful conversation about your team and what might improve performance.