LEADERSHIP TRAINING
People Leadership Training
Day-to-day leadership breaks down when pressure, people and performance collide. We build the tools, habits and confidence to deliver consistently.
OVERVIEW
Where Leadership Actually Breaks Down
Most managers were never trained to manage. They were promoted into the role and expected to figure it out. The result is the same patterns playing out across almost every organisation.
Who Is This For?
First-Time People Managers
Recently promoted from individual contributor, now responsible for a team without a framework for leading one.
Mid-Level Managers
Managing teams of teams and dealing with inconsistent performance across a layer of direct reports.
Experienced Managers
Strong instincts built over years, alongside habits that are now quietly limiting what their team can achieve.
PROGRAMME CURRICULUM
What the People Leadership Training Covers
Four modules covering the full range of people management skills, from feedback and performance conversations through to employee engagement and coaching.
Feedback Frameworks: Giving Feedback That Actually Lands
Most managers give feedback that is too vague, too infrequent or too softened to change behaviour. This module builds the feedback skills that create genuine improvement.
WHAT WE COVER
- Why most feedback fails to change behaviour and what to do instead
- The SBI (Situation-Behaviour-Impact) framework and how to apply it
- How to deliver critical feedback without damaging the relationship
- How to give positive feedback that motivates rather than feels hollow
- Creating a team culture where feedback flows in both directions
WHAT YOU ACHIEVE
- Managers give feedback that is specific, timely and changes behaviour
- Direct reports receive clearer direction and feel more recognised
- The team develops a feedback culture rather than relying only on formal reviews
Performance Conversations and Managing Underperformance
The conversations managers avoid the longest are usually the ones that matter most. This module builds the confidence and skill to address performance issues directly and early.
WHAT WE COVER
- How to address underperformance in a way that is honest, fair and constructive
- Structuring a performance conversation: the framework and the language
- How to distinguish between a capability issue and a motivation issue
- Following up after a performance conversation to create accountability
- How to escalate when performance does not improve
WHAT YOU ACHIEVE
- Managers address performance issues early rather than letting them compound
- Performance conversations become a normal part of management rather than something to dread
- Underperformance is addressed at the conversation level before becoming a formal HR issue
Employee Engagement, Motivation and Retention
Engagement is not about perks: it is about how people experience their manager day to day. This module builds the daily habits that create teams who choose to give their best.
WHAT WE COVER
- What research shows actually drives employee engagement and what does not
- How to identify early signs that someone is disengaging
- Recognition and motivation: what works at an individual level
- How to create psychological safety in a team
- One-to-one conversations that build trust and surface issues early
WHAT YOU ACHIEVE
- Managers identify and address disengagement early
- Team members feel genuinely recognised and motivated
- Retention improves as people feel managed well rather than just measured
Coaching Skills for Consistent Team Performance
The shift from managing tasks to developing people is what separates good managers from great ones. This module builds the coaching habits that develop the whole team over time.
WHAT WE COVER
- The difference between coaching, managing and mentoring
- GROW coaching model: how to apply it in everyday management conversations
- How to develop team members through questions rather than answers
- Building a coaching habit: short, regular conversations that compound over time
- How to coach a high performer who does not think they need development
WHAT YOU ACHIEVE
- Managers develop people through coaching conversations rather than just directing them
- Team capability grows consistently rather than in bursts after training
- Managers spend less time solving other peoples problems and more time developing independent thinkers
THE APPROACH
How It Works: The 4D Model
—— STEP 01
Discover
We start by understanding your managers and your organisation: the team dynamics, the performance challenges and the conversations that are not being had. A genuine picture of where things are right now.
—— STEP 02
Design
Every session is built around your culture, your values and the real situations your managers are navigating. Leadership looks different in different organisations and we build that specificity in from the start.
—— STEP 03
Deliver
Managers practise the conversations they find hardest: feedback, performance, conflict, with real scenarios and live coaching. They leave having done the work, not just heard about it.
—— STEP 04
Develop
Optional coaching sessions after delivery: working through real team situations, giving feedback on their approach and keeping standards rising. Leadership habits take time to embed and we support that process.
WHAT YOU’LL GET
What People Leaders Will Walk Away With
Every programme is tailored to your managers, your team dynamics and the real situations they are navigating.
70%
of employee engagement is determined by the direct line manager, according to Gallup global research across 100,000 teams
Source: Gallup, 2024
21%
higher productivity in teams whose managers are actively engaged in their development and performance
Source: Gallup, 2024
50%
of people have left a job specifically to get away from their manager rather than leaving the organisation
Source: Gallup, 2024
COMMON QUESTIONS
Frequently Asked Questions
How is this different from standard management training?
Most management training is process-heavy: appraisals, objective-setting, HR frameworks. We focus on the human side of leadership: the conversations, the habits and the behaviours that actually determine how a team performs day to day.
Can you work with managers who have been leading teams for years?
Yes, and experienced managers often get the most from this work. They have usually developed strong intuitions alongside habits that are quietly limiting their team. We challenge both in a way that feels constructive, not corrective.
How long does the programme run?
Most people leadership programmes run as a series of half-day sessions over 6 to 8 weeks. The spacing allows managers to practise between sessions and bring real situations back to the room.
Can you run this for managers at different levels in the same cohort?
Yes. The fundamentals of leading people well apply whether you are managing a team of four or a function of forty. Where relevant we split sessions to address the specific challenges at each level.
What sectors do you work in?
Financial services, media, professional services and recruitment are our core sectors, though we work across tech, healthcare and property too. We build the culture, language and pressures of your organisation into the programme.
WHAT CLIENTS SAY
Testimonials
Working with Suk has been an incredibly rewarding experience, both as a client and as a participant in his training sessions. His ability to foster an engaging, supportive learning environment stands out, creating a space where every participant feels heard and valued. What truly sets him apart is his approach to collaboration—he brings thoughtful insights, listens carefully, and is always open to exploring new ideas. His passion for training is evident in the way he tailors his content to the needs of the group, making each session relevant, dynamic, and impactful. On a personal level, I’ve gained a great deal from his sessions, not just in terms of skills but also in confidence and perspective. His guidance has helped me apply what I’ve learned in real-world scenarios, which has been invaluable :)
Oktaviani Aditia
People Manager, M+C Saatchi Performance
I cannot recommend Suk enough. Suk is passionate, knowledgeable, interactive and has the ability to keep the audience engaged for the length of the training.
Louise Locke
Global Sales Excellence Development Manager
Suk delivered a series of sales training sessions for me as part of the graduate intake at char.gy. The range of topics took us all the way through the sales process, client interactions, social selling negotiation and more. Suk was brilliant as making the training enjoyable and memorable whilst also tailoring it to our industry. If anyone is looking to upskill a sales team I couldn't recommend Suk more.
Richard Tyler
Senior Partnership Consultant, char.gy
Want Your Managers Leading With Clarity and Confidence?
Tell us about your management team: how many people, what they are dealing with and where the gaps are.