Leadership programmes: Development that lands.
Your managers were promoted for being good at their jobs. Now they need results through other people, and a one-off course will not get them there.
Bring the work into the room. Take the learning back out.
Built around your priorities
We agree what needs to change first. Sessions work on what your leaders carry: themselves, other people, a team and your priorities.
Practised between sessions
Assignments and live projects carry the work on, so using it does not wait until the programme ends.
Sized to fit
From a focused programme for one leadership group to longer development linking individual and team work.
Learn, try, look back, go again
From course to habit.
- Learn
The group learns together, tackling real challenges while developing skills that matter to the organisation.
- Experiment
Assignments carry it into the work. People try it on real situations.
- Reflect
We look at what happened and what the impact was with the peer group.
- Grow
What worked becomes how the work gets done. Then the loop starts again.
What you can report
Stoke by Nayland Resort: a six-month programme for senior managers and heads of department.
- 8/10participants’ rating of the programme
- 83%of participants would recommend it to someone else
Perrywood Garden Centres: a leadership programme for 20+ managers, in two cohorts.
- 80%of participants apply the learning every day
- 4.5/5average confidence after the programme
- 9.6/10average recommendation score from participants
Learning the organisation could carry forward
I stopped leading in the way that felt easiest for me, and started leading in the way my team actually needs.
ManagerPerrywood Garden Centres The programme has developed me into a better manager, getting the best out of my team and also me.
Head of DepartmentStoke by Nayland Resort A new and exciting way of working, particularly Management Drives, very interactive and the programme really made you stop and think.
Senior ManagerStoke by Nayland Resort
Practical details
- Who it’s for
- New managers, through to senior managers and heads of department. Groups of up to 12.
- How long
- Sized to your priorities. At Stoke by Nayland it ran for six months. At Perrywood and Prima it ran for three months.
- Format
- Three modules: leading yourself, leading others and leading your team, or modules built around the competences you need. Interactive group sessions, on-the-job assignments and, if you want one, a live project worked on in small teams.
- Where
- In-house at your offices, or at an external venue.
- What’s included
- Preparation with you to align the leadership programme with your strategy and development needs. Together, we agree on the modules and their content, explore the option of using Management Drives as a profiling tool, and plan how to involve participants’ line managers in supporting their development throughout the programme.
- Includes the option to run the Impact Circle for your managers.
- See the Impact Circle
- Investment
- Priced per programme, once we have agreed its scope.
Free download
Middle Management Effectiveness Check
A 10-minute reflection tool for HR, L&D and senior leaders: are your middle managers translating strategy into impact?
Floor’s support has meant we have a clear plan with defined actions and timings. I’m confident we can create a development project to be proud of.
Hannah PowellCommunications & HR Director, Perrywood Garden CentresWhat do your leaders need to be ready for next?
Tell me about your leaders and what they are stepping into. You leave the call with:
- A clear view of the change you need to see.
- A suggested shape for the programme.
- An honest answer on whether I am the right fit.