Most training evaporates within a week. Ours rewires habits over twelve weeks so your managers lead differently on Monday — and every Monday after that. We work with organisations across Scotland and the wider UK who are tired of expensive away-days that change nothing.
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Before we prescribe anything, we listen. Pick the challenge below that sounds most familiar — it will shape the conversation when we speak.
Performance issues fester because managers lack a framework for candid, constructive feedback. Team morale erodes quietly while problems compound week after week.
People promoted for technical excellence are left to figure out leadership alone. They revert to doing the work themselves instead of developing their teams, creating bottlenecks everywhere.
Decision-making is diffused across too many forums. Managers struggle to prioritise, delegate or say no, resulting in exhausted teams and glacial progress on strategic priorities.
Exit interviews keep naming the same theme: people leave managers, not companies. Your best contributors are walking out the door while engagement surveys gather dust on a shelf.
We follow a four-phase arc designed around spaced repetition and real-world application, not classroom theory that never survives contact with the office.
We interview the manager, their direct reports and their own leader to build a candid picture of current habits, blind spots and contextual pressures. This is not a generic 360 — it is a structured behavioural audit that reveals the three or four leverage points where change will be most visible.
Two concentrated workshop days — small cohort, no slides-and-lecture. Participants practise live scenarios drawn from their own workplace situations: giving feedback, running decisions, coaching underperformers, structuring their week. Every exercise is recorded and reviewed.
Over eight weeks, each manager applies new behaviours on the job with fortnightly one-to-one coaching sessions. We set micro-commitments — one conversation, one delegation, one restructured meeting — and review what happened. This is where the real habit change occurs, in the messy reality of daily work.
We re-interview stakeholders, compare against baseline data and produce a plain-language report showing what shifted and what still needs attention. No vanity metrics — just observable behavioural change mapped to business outcomes your senior team actually cares about.
For people in their first twelve months of managing others. Covers the identity shift from contributor to leader, the basics of delegation, one-to-one structure and how to give feedback that people actually hear and act on. Includes peer learning groups that continue after the programme ends.
12 weeks · cohort of 8
For managers with two-plus years of experience who need to move from task management to strategic influence. We focus on managing upwards, leading through ambiguity, building psychological safety and developing your direct reports into future leaders themselves.
12 weeks · cohort of 6
Bespoke one-to-one coaching for directors and senior leaders navigating complex organisational dynamics. Sessions focus on executive presence, stakeholder management, decision-making under uncertainty and sustaining personal resilience at the top. Entirely confidential and shaped around your agenda.
6 months · individualWe track behavioural change through stakeholder interviews, not post-workshop smiley-face forms.
Most courses compress everything into one or two days and hope for the best. Our programme spreads learning over twelve weeks with coached application between sessions. Behavioural science shows that spaced practice with feedback loops is the only reliable way to build lasting habits. We also tailor content to your organisation rather than running a generic curriculum.
We have worked with teams as small as five and organisations with over two thousand employees. The programme structure flexes — smaller firms often run a single cohort while larger organisations run multiple cohorts in parallel or stagger them across quarters. The diagnostic and coaching components scale well regardless of company size.
Yes. The intensive workshop days work best in person, but we have delivered them successfully via video for distributed teams. All coaching sessions are remote by default. We use a mix of synchronous and asynchronous tools to keep momentum between sessions without adding to calendar overload.
Pricing depends on cohort size, programme tier and whether we deliver on-site or remotely. We quote after the diagnostic call so we can scope accurately. As a rough guide, the first-time manager programme typically falls between £1,200 and £1,800 per participant for the full twelve-week arc including coaching.
We conduct structured stakeholder interviews before and after the programme, comparing observable behaviours against a defined rubric. We also track proxy metrics such as team turnover, meeting frequency, delegation patterns and direct-report engagement scores where available. You receive a written impact report at the end.
We will start with a thirty-minute conversation to understand your context, then recommend a programme shape — or tell you honestly if we are not the right fit.
9 Jayce Grove, Hartmannborough, Scotland, WG5 4VX, United Kingdom