First-time managers
From colleague to manager: expectations, one-to-ones, and leading former peers.
Our proposal
Leadership training that proves it worked.
Everything we offer in one place: how we train, how we follow up, what we teach, what it costs, and the answers to the questions you should ask any provider.
Our method
Leadership happens in conversations, so that is where we train it
We use theatre-based practice: managers rehearse the real moments of their week, get feedback, and try again, until the new way feels natural. Fewer slides, more practice, and groups we advise keeping under 30.
01
Diagnose
Interviews and an anonymous team pulse show what is really happening.
02
Design
Scenarios written from your managers’ real situations.
03
Rehearse
Hard conversations practised safely, with actors’ techniques.
04
Embed
Handover to business as usual, with simple habits to keep.
05
Measure
Checks at 30, 60 and 90 days, and retraining where needed.
After the training day
We come back at 30, 60 and 90 days, free
Most training ends when the room empties. Ours starts there. Each checkpoint shows what changed, for whom, and what to train next.
Before
Baseline
Team pulse, manager self-review and HR data, so we know where each manager starts.
Day 30
Check-in
A manager clinic and a short pulse, to catch early slips while habits form.
Day 60
Employee voice
Anonymous feedback from each team on how their manager has changed.
Day 90
Impact review
A before-and-after report for leadership, with ROI and next priorities.
↻
When a checkpoint shows someone needs more, we run a refresher for them at no charge: a small-group session or one-to-one coaching, agreed with HR. All we ask of your teams is a 10-minute anonymous survey.
Programmes
Built around the people side of leading
Feedback that lands
Appraisals, praise and hard truths, rehearsed until they sound natural.
Lead, don’t micromanage
Delegating, trusting the team, and staying calm under pressure.
Difficult conversations
Conflict, performance issues and saying no, without breaking trust.
Inclusive leadership
Fair teams, everyday bias, and growing women leaders in the pipeline.
People through change
Restructures, new targets and tired teams: keeping trust while things move.
Employee voice
We ask the team, not just the manager
The people who work for a manager know first whether anything changed. Their answers are anonymous, reported only for groups of five or more, and scored against a rubric built around your values. They decide what we train next.
“My manager gives me feedback I can act on.” 1–5
“I can raise a problem without fear.” 1–5
“My manager trusts me to make decisions.” 1–5
“My one-to-ones help me do my job better.” 1–5
Fair, transparent pricing
Our follow-up is free. Choose how long we stay.
Every plan is priced openly, in writing, before you sign, with no hidden markups. Speak with us for fair pricing and terms, and ask your current provider to do the same.
Training only
Essentials
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- One standard day rate
- Built for your teams
- No follow-up
Follow-Through
30 days
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- Baseline survey
- Day-30 check, free
- Free refresher if needed
Follow-Through
60 days
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- Checks at Day 30 and 60
- Anonymous team feedback
- Free refresher if needed
Signature
90 days
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- Checks at 30, 60 and 90
- Impact report for leadership
- Free refresher if needed
Speak with us for fair pricing and terms →
No one else follows up. We do it free. Plans are priced per training day, plus taxes and travel outside the home city. We advise keeping groups under 30 people. Annual partnerships are quoted on request.
For HR and L&D leaders
Seven questions to ask any training provider
We don’t make you wait for the answers. Click each question to see right away how we deliver on it.
Who exactly will deliver our programme, and can we meet them before we sign?
Shilpi, Christina (pro bono), or a vetted facilitator from our network, named in the proposal. You meet them before you sign, Your programme is designed by our content team and delivered by that named trainer, who is fully briefed on it before the day.
How much of our fee does that facilitator receive?
Most of it. There is no intermediary between us, so your fee pays for the expertise in the room, not for an introduction. That is also why our day rate is lower.
Did you design this programme, or is it bought in?
We design every programme ourselves, after a diagnostic with your managers and teams, using scenarios from their real working week.
How will you find out what our managers need before training?
A short diagnostic before any training: conversations with HR and a sample of managers, plus a 10-minute anonymous team survey. If you already run a pulse survey, we start from your report.
How will we know behaviour changed, and when will you measure it?
An anonymous team survey scored against a rubric built for you: a baseline before training, then again at 30, 60 or 90 days, depending on your plan.
What happens after the training day?
We stay. Free follow-up at 30, 60 or 90 days, and a free refresher for anyone whose team scores have not moved.
Will you commit to results in writing?
Yes. Scope, follow-up dates, what we measure and the free refresher are all in the contract, and you receive a written report at the end.