Most training courses hand you a binder and wish you luck. We spend time inside your organisation first, observe the friction points, then design sessions that address those specific gaps. Managers leave with habits they can use on Monday morning.
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We follow four stages. Each one has a clear deliverable so you know what you are paying for before the next stage begins.
We interview 8–12 people across your team: the managers themselves, their direct reports, and at least one senior stakeholder. We look at meeting patterns, decision bottlenecks, and where accountability breaks down. You receive a written diagnostic summary with priority areas ranked by impact.
Using the diagnostic findings we draft a session plan. Each session targets one behaviour shift, not a broad topic. For example, "giving corrective feedback to a peer in a shared-services team" rather than "communication skills." You review and adjust the plan before anything is scheduled.
Sessions run in groups of 8–14 managers. We mix 90-minute live workshops with short asynchronous exercises between sessions. Every workshop includes a scenario drawn from your own organisation (anonymised where needed). Participants practise the skill, receive peer feedback, then commit to one action before the next session.
Each participant gets two 30-minute one-to-one coaching calls to troubleshoot real situations that have come up since the programme ended. We also send you an aggregate progress report showing which behaviours have stuck and which need reinforcement.
These are starting points. Every programme is adjusted after the diagnosis stage.
For people promoted into their first management role in the past 12 months. Covers delegation without micromanaging, running useful one-to-ones, and handling the shift from being a peer to being a boss. Groups of 8–10, four sessions over four weeks.
Aimed at managers with 3–7 years of experience who have settled into habits that worked once but no longer fit a growing team. We focus on strategic prioritisation, cross-team influence, and difficult performance conversations. Six sessions, typically fortnightly.
A short, focused programme for teams where tension is visible but unaddressed. Two full-day workshops with structured role-play based on real incidents from your workplace. Participants leave with a personal feedback script they have already tested under pressure.
Designed for managers whose teams split time between office and home. We address async communication norms, visibility without surveillance, and how to run meetings that justify pulling people out of deep work. Three 90-minute sessions plus two async exercises.
One-to-one programme for senior managers preparing for board presentations, investor meetings, or a step up to director level. Six private sessions covering narrative structure, voice modulation, and handling hostile questions. Recorded practice with playback review.
When you need consistent management standards across 30 or more managers, we design a multi-cohort programme with shared language, shared tools, and staggered delivery so operations are never disrupted. Pricing depends on scale; the discovery call will give you a realistic estimate.
Standard courses teach generic models to a room of strangers. We diagnose your organisation first, then build every scenario and exercise around situations your managers actually face. The content is disposable after use because it was made for you, not resold to the next client.
Yes. About 40% of our programmes since 2021 have been fully remote. We use breakout rooms, shared documents, and short video submissions between sessions to keep engagement high. The conflict and feedback intensive works best in person, but the rest translate well to video.
Most clients have between 20 and 500 employees. We have worked with teams as small as three managers and as large as 120 across multiple sites. The diagnosis stage scales to fit; for smaller organisations it might be five interviews rather than twelve.
The executive presence coaching programme is available to individuals. The group programmes require an organisational sponsor because the diagnosis stage needs access to the wider team. If you are an individual manager looking for development, the coaching route is the right fit.
We check in with participants and the sponsor after every session. If engagement drops or the content is missing the mark, we pause and redesign the remaining sessions at no extra cost. This has happened twice in seven years; both times the adjusted programme scored higher than the original plan.
Our office is in Nether Nicolasing, Scotland. We deliver on-site across the UK and remotely to clients in Europe. Travel costs for on-site delivery outside central Scotland are quoted separately during the diagnosis stage.
Tell us a bit about your team and the challenges you are seeing. We will reply within one working day to schedule a 30-minute call. No slides, no sales pitch; just a conversation to see whether our approach fits your situation.
Address 24 Jayme Rise, Nether Nicolasing, Scotland, RP36 3RJ, United Kingdom
Phone +44 55 1696 0086
Email [email protected]