Our Courses

We run development programmes on Leadership and Management.  These are always bespoke (designed to meet specific clients' or individuals' needs) and normally take two to five days covering broad subject areas such as:

  •   Driving Peformance through Inspirational Leadership
  •   Leading Change (frequently culture transformation)
  •   How to be an effective Leader
  •   How to be an effective Managaer

We also run short courses in more specific subjects such as:

  •   Effective Recruitment and Selection
  •   Running effective meetings
  •   How to give Feedback
  •   Managing Performance
  •   Managing Time
  •   Presentation skills
  •   Coaching skills for line managers
  •   Building High Performance Teams
  •   Creativity and Innovation

We base our leadership courses on the work and thinking of John C Maxwell and his 5 Levels of Leadership and Ulrich, Smallwood and Sweetman's Leadership Code.

We can also include digital Simulations in support of our Leadership programmes - see our Leadership Simulation page.  

Our Style

In our courses we don't 'lecture' or 'instruct'. We know how most adults learn best: through discussion, problem solving and practical exercises which, in short, is known as experiential learning. So, in our training courses we act as 'facilitators' and guide participants through a learning journey. This never fails to engage our audiences and we are proud always to get glowing feedback. You can read more on the Facilitation page of this website.

We understand that one of the challenges connected with attending courses is applying learning back in the workplace. This is why we recommend following up with individual Coaching and in this way we help individuals embed their learning in their everyday leadership and management practices.

Case Study

One of our clients recently asked us to work them to help improve the performance of their business.

We started by getting to understand the company and its challenges. We learned about the key performance indicators that needed to improve and we put together a development plan that took the whole company on a journey of change. Together we changed the ethos from command and control to one of employee empowerment and engagement. This required work on leadership styles and effective management practices, better communication, dealing with conflict and holding difficult conversations about performance. A combination of facilitated workshops brought line managers at all levels up to the same standard of knowledge and skill and one-to-one coaching met individual needs.  Furthermore, workshops involving the whole workforce helped all employees to feel involved in the change journey.

Later analysis showed improvement in all key indicators (including Quality measures, customer satisfaction, staff turnover, staff satisfaction and process efficiency) that the training and supporting coaching had been designed to address.