Activate the potential of your managers
Managers are often referred to as the glue in an organisation, bridging the gap between the top team and front-line colleagues. Yet they are often promoted based on individual contribution rather than leadership capability. We give managers the mindset, tools and experiences to thrive in today’s changing world.
How it works
Taking your managers beyond performance
1. Based on manager needs
The right ingredients
We genuinely care about improving people’s lives, both at work and beyond. Our manager development programmes not only help people to understand rationally, but also engage emotionally to drive behavioural change.
The right mindset
We believe managers should ‘unlearn to learn’ – dealing with adversity and seeking feedback. This has more impact than any capability they can develop.
The necessary skills
We offer a safe space for your managers to practise and take risks. Learning is contextualised within ‘business-as-usual’ and immediately transferable.
We measure impact from start to finish. If we discover that an intervention isn’t creating shift or having the desired effect, we change it there and then.
2. Based on delivery
The right solutions
We have a range of scalable solutions available, depending on your business context. From bespoke programmes through to off-the-shelf training modules, and a suite of self-serve, digital products, we will take your managers beyond performance.
Our global face-to-face and virtual programmes are tailored to your organisational context, aligning individual development with business priorities.
Our self-serve digital tools and diagnostics deliver personalised learning at scale across your organisation.
Discover our Performance Learning Journey
Success of any management development journey starts with engaged learners. Managers need to understand the purpose of their learning and commit to making a change. They also need to understand where their strengths and development opportunities lie before they can positively improve their performance.
Providing a variety of problem-centred learning inputs allows managers to explore a topic and see the links to their own role or performance. From there, our experiential learning methods encourage leaders to discover and experiment with new skills before finally putting them into practice.
Feedback and measurement tools allow managers to identify their progress and plan for long-term changes in their behaviour. With purposeful practice these new skills and behaviours become automatic, enabling leaders to boost their performance.
4. Discover & reflect
Reflection is key to experiential learning and is integrated at each of the above three stages of our Performance Learning Journey. A locker of resources allows leaders to tap into the brain’s natural curiosity and their intrinsic motivation to develop.
How we’re different