Training and coaching

“Our best employee became a manager without any training.”

Practical, interactive sessions delivered at your workplace and shaped around your policies and your people.

AI at work

• Using AI tools responsibly at work: what AI tools are good and bad at, protecting confidential information, checking outputs, and following your workplace AI policy.. For all employees.
• Leading teams through AI-driven change: talking about AI with your team, rethinking tasks and roles, addressing job security concerns, and building new skills.. For leaders and managers.
• AI for HR and hiring teams: drafting with AI safely, bias and privacy risks, disclosure rules for AI in hiring, and keeping people decisions human.. For hR teams and hiring managers.

Our most requested programs

• New manager essentials: setting expectations, delegation, one-to-ones, accountability, and moving from peer to manager. For new supervisors and managers.
• Difficult conversations: preparing for sensitive discussions, addressing concerns clearly, listening, and agreeing on next steps. For managers and team leads.
• Giving and receiving feedback: timely, specific feedback; recognition; responding constructively. For managers or all employees.
• Performance management: goal setting, ongoing check-ins, performance reviews, documentation, and addressing underperformance. For managers.
• Harassment prevention and respectful workplaces: recognising inappropriate conduct, reporting concerns, bystander responses, and manager responsibilities. For all employees, with additional manager training.
• Conflict resolution: handling disagreements, de-escalation, and repairing working relationships. For managers and teams.
• Communication and collaboration: active listening, clear expectations, team agreements, and working across different communication styles. For all employees.
• Coaching skills for managers: asking useful questions, supporting development, and knowing when to coach versus give direction. For managers.
• Inclusive leadership and bias awareness: fairer decisions, inclusive meetings, equitable access to opportunities, and recognising bias. For leaders, managers, and hiring teams.
• Interviewing and hiring skills: structured interviews, job-related questions, candidate scorecards, and consistent assessment. For hiring managers and interview panels.
• Employment responsibilities for managers: recognising issues involving leave, accommodation, discrimination, employee concerns, and when to involve HR. For managers.
• Change management: communicating change, handling uncertainty, involving employees, and supporting adoption. For leaders and managers.
• Mental health awareness and burnout prevention: recognising concerns, supportive conversations, workload practices, boundaries, and referral resources. For managers or all employees.
• Psychological safety and employee voice: encouraging questions, responding to mistakes, inviting disagreement, and acting on feedback. For leaders and teams.
• Mentoring skills: setting goals, establishing boundaries, having useful development conversations, and reviewing progress. For mentors and mentees.
• Onboarding and buddy training: welcoming employees, clarifying responsibilities, transferring knowledge, and running check-ins. For managers and onboarding buddies.

Formats

On-site workshops, one-on-one and small-group coaching, and team-building sessions, from a half-day workshop to a company-wide day together. Every session is tailored to your workplace.

Where AI helps

• AI coaching and role-play: Practise hard conversations and client calls between sessions.
• Content creation: Turn your SOPs and policies into short modules and quizzes.
• Compliance training tracking: Automated reminders and completion reports.

A person reviews every AI output, and AI never makes the final call on hiring, pay, discipline or termination.

Where it fits

Learning and development, plus onboarding and performance management.

Example scenarios

• A top salesperson promoted to lead a team of eight. A series of one-on-one coaching sessions on one-to-ones, feedback and delegation, plus a simple manager toolkit.
• A company rolling out a new respectful workplace policy. A one-hour session for all employees and a longer session for managers on receiving and handling concerns.

Not sure where to start?

Email [email protected] with a short note about what you're working on, and we'll suggest a sensible next step.

Example scenarios are illustrations based on situations we commonly see, not specific client results.