For managers who inherited the role
Most people get promoted because they were good at their previous job. Nobody handed them a manual for giving hard feedback, running a useful one-to-one, or keeping a team aligned when priorities shift every quarter. We fix that.
Book your diagnostic call
Where does it hurt?
Before we design a programme, we listen. These are the patterns that come up in almost every diagnostic call with first-time or mid-level managers.
You know you should hand things off, but it feels faster to do it yourself. Your calendar is full, your team is idle, and resentment builds on both sides.
Performance issues linger for months because nobody taught you how to address behaviour without damaging the relationship. The longer you wait, the worse it gets.
Your week is wall-to-wall meetings, yet decisions stall. People leave the room unclear about who owns what. You spend Friday catching up on actual work.
Yesterday you were a peer. Today you manage your former teammates. The social contract changed overnight, and nobody acknowledged it.
What you will learn
We don't lecture from slides. Every module starts with a scenario pulled from actual workplace situations, and you practise the skill before you leave the room.
A two-hour workshop on the SBI method adapted for UK workplace culture. You will rehearse giving corrective feedback to a trained role-player and receive video playback of your delivery. Participants leave with a pocket card they can reference before any tough conversation.
We map your current task portfolio and sort it into four buckets: keep, teach, hand off, kill. By the end of the session you will have a written delegation plan with names, deadlines, and check-in dates for the next 30 days.
Most one-to-ones are status updates disguised as development meetings. This module gives you a repeatable agenda template, a bank of open questions, and a method for tracking commitments week to week.
When the data is incomplete and the deadline is tomorrow, how do you decide? We teach a lightweight framework borrowed from incident-command practice: define the reversibility, set a time box, communicate the rationale, and move.
Healthy teams disagree. Dysfunctional teams either explode or go silent. This module covers de-escalation, interest-based negotiation, and when to escalate rather than mediate. We use audio recordings of real (anonymised) workplace disputes as case material.
Burnout isn't a badge of honour. We look at calendar audits, meeting hygiene, and recovery rituals that fit into a normal working day. You will leave with a personal energy map and three concrete changes to trial for a fortnight.
From first call to lasting change
A 40-minute conversation where we identify your two or three biggest friction points. No charge, no obligation.
Within 48 hours you receive a short document outlining recommended modules, group size, and scheduling options.
Workshops run on-site at your premises or online via video call. Each session is two hours, spaced at least a week apart so participants can practise between modules.
Four weeks after the final session, every participant gets a 30-minute coaching check-in to troubleshoot what they tried and adjust their approach.
Common questions
Get in touch
Phone: +44 7219 816235
Email: [email protected]
235 Cathy Parade, Upper O'Hara, Wales, XD47 4FI, United Kingdom
