Theory without practice
Slides about situational leadership look great in a conference room. Back at the office, your new manager still avoids giving honest feedback because nobody made them rehearse it.
The real issue
Why most management training fails
One day, then forgotten
Research from Brinkerhoff's learning-transfer studies suggests only about 15 per cent of training content gets applied on the job. A single workshop with no follow-up is expensive wallpaper.
Generic content
Your operations manager and your creative lead face different tensions. Pre-packaged courses treat them identically, which means neither gets what they actually need.
What we teach
Six modules, each built around a real managerial headache
Difficult conversations
Managers pair up and run through real scenarios drawn from their own teams: underperformance chats, salary disappointments, interpersonal friction. We film short segments so participants can review their own body language and tone afterwards.
Delegation without micromanaging
We use a task-mapping exercise where each manager categorises 20 items from their actual to-do list. The goal is to find the five things they should never have been doing themselves, and to hand them off within two weeks of the session.
Hiring and onboarding
Bad hires cost roughly 30 per cent of the role's annual salary according to the CIPD. We walk through structured interviewing, scoring rubrics, and the first-90-days plan that most managers skip entirely.
Performance reviews that mean something
Annual reviews often devolve into box-ticking. We replace that pattern with a quarterly check-in template, a calibration exercise between managers, and a method for writing feedback that employees actually read.
Running meetings people don't dread
Participants audit their own meeting calendar during the session. On average, they find three recurring meetings that could be emails and two that need a tighter agenda. We build those agendas together on the spot.
Giving yourself honest feedback
The final module turns the lens inward. Each manager completes a structured self-assessment, compares it to anonymous input from two of their direct reports, and writes three commitments they will share with their own manager within a week.
How it works
From first call to lasting change
Diagnostic call (30 minutes, free)
We ask about your team size, the specific friction points your managers face, and what you have already tried. No pitch deck, no pressure. If we are not the right fit we will say so.
Tailored programme design
Within five working days you receive a proposal that names the modules we recommend, the schedule (half-day or full-day blocks), and a clear price. Typical programmes run between four and eight sessions spread over two to three months.
Live workshops
Groups of six to twelve managers. We come to your site anywhere in Wales or England, or host in our Wehnerham training room. Every session includes at least one filmed role-play and a take-away action sheet.
Follow-up coaching
Each participant gets two 25-minute one-to-one calls in the month after the programme ends. We review what they committed to, troubleshoot anything that stalled, and close the loop.
87%
of participants still apply at least two techniques after six months
340+
managers trained since 2019
4.8
average post-session rating (out of 5)
12
max group size per session
Questions we hear often
Before you decide
A four-session programme for up to ten managers usually falls between £3,800 and £5,200 plus VAT, depending on location and customisation. We quote a fixed price after the diagnostic call so there are no surprises.
Yes, though we find role-play exercises land better in person. For remote teams we use a hybrid format: the teaching and discussion parts happen on video, and the practice exercises are scheduled as shorter, separate in-person half-days where possible.
The majority of our clients are in professional services, manufacturing, and public-sector organisations across Wales and the south-west. We have also worked with two NHS trusts and several housing associations. The common thread is teams of five to fifty people where the manager role carries real operational weight.
We do not. Our programmes focus on behaviour change, not certificates. If your organisation needs an ILM or CMI qualification we can recommend partners who deliver those, and we are happy to run our practical modules alongside their accredited pathway.
They receive the action sheet and a 15-minute video summary recorded by the facilitator. If more than two participants miss the same session, we schedule a short catch-up at no extra charge.
Get in touch
Book a candid conversation
Fill in the form and we will reply within one working day. Or reach us directly:
648 Murray Mews, Wehnerham, Wales, PY30 6EO, United Kingdom
