Most managers get promoted because they were good at something else. We help them get good at managing. Our programmes run over 8 to 12 weeks, mix live workshops with on-the-job practice, and measure whether behaviour actually changed afterwards.
Book a diagnostic call
We follow a four-phase structure. Each phase builds on the last, and nothing moves forward until the previous step produces a measurable shift.
Before we design anything, we talk to the managers who will attend, their direct reports, and at least one layer above. These 30-minute conversations reveal the real friction points: where decisions stall, where feedback loops break, where delegation collapses back into micromanagement. The diagnostic takes roughly two weeks and results in a written brief that both sides sign off on.
We build each session from the diagnostic findings, not from a catalogue. A typical programme includes four to six half-day workshops, spaced two weeks apart so participants have time to practise between sessions. Content covers the specific situations your managers described: running a difficult one-to-one, delegating a project they care about, giving feedback that people can hear.
Between workshops, every participant completes a structured practice task with a real team member. They record what happened, what went well, and what felt awkward. A coach reviews each record and provides written feedback within 48 hours. This is where most of the learning happens. Slides don't change behaviour; repetition and feedback do.
Six weeks after the final workshop, we re-interview direct reports and compare their answers to the original diagnostic. We produce a short report showing what shifted and what still needs attention. If a particular skill hasn't moved, we offer a targeted follow-up session at no extra cost.
Each one adapts to your context. These descriptions show the typical scope and duration; the diagnostic phase refines them to your situation.
For people in their first 12 months of managing others. Covers the five shifts that trip up most new managers: from doing to delegating, from peer to authority, from receiving feedback to giving it, from personal output to team output, and from solving problems to coaching others through them. Runs over 8 weeks with four half-day workshops.
Designed for managers with three or more years of experience who have settled into habits that once worked but now create friction. We focus on two areas: how they run their direct-report relationships and how they handle cross-functional conflict. The format is more coaching-heavy, with two workshops and six individual coaching sessions over 10 weeks.
A focused two-day programme for managers who avoid hard conversations or handle them in ways that damage trust. Day one covers the structure of a productive confrontation. Day two is entirely practice: participants work through scenarios drawn from their own teams, with live coaching and peer observation. We cap this at eight people to keep the practice time meaningful.
When a team has lost momentum or trust, individual coaching is not enough. This programme works with the manager and their entire team over 12 weeks. It starts with confidential one-to-ones with every team member, then moves into facilitated sessions where the group rebuilds its operating agreements. The manager receives parallel coaching to support the changes.
A diagnostic call takes about 25 minutes. We will ask what prompted you to look for management training, what you have tried before, and what a good outcome would look like. No pitch deck, no pressure.