Rebuilt from the call. The programme opens with knowing yourself and your people. The threads that run through everything, self-awareness, unconscious bias, and neurodiversity, are baked into that first module instead of bolted on at week 8. Every module is then built like a three-course meal: the same backbone for every manager, with the depth flexed to each one.
The facilitator shares a short video (3-5 min) before the module opens, so managers arrive already thinking about the topic.
Each manager answers the module's questions, open-ended and self-reflective, which surfaces where they think they stand.
The facilitator reads each manager's answers against what they already know, one person at a time, and flags where to push.
A 1:1 served as three courses (below): a fixed backbone for everyone, with an optional deeper dive where it's needed.
Something easy and digestible that gets the manager thinking about the topic. The form can change from module to module, a soup one time, an oyster the next.
Everyone gets thisThe substance every manager covers, the same baseline each time. This is what keeps the programme consistent, so every manager gets the same backbone.
Everyone gets thisFor a manager with a thorny issue, lived experience, or one who just wants to go further. Lingered on when it helps, skipped clean when it doesn't.
Optional, per managerSame three-course shape every time. What flexes is how long you spend on each course, depending on who the manager is. That's how it stays consistent and bespoke at once.
Start inward, then outward. Once a manager understands what they carry and can read the people around them, the harder modules have something to stand on.
Heaviest quarter. Carries the one-time build.
With the foundation set, build the safety to speak straight, then use it. Feedback and difficult conversations only work on top of trust.
Full quarter, no setup overhead.
Shift from holding the line to lifting people up. Performance and coaching sit next to neurodiversity, where the thread from Module 1 gets its own flashlight.
Full quarter.
End on who joins next and how they land. Placing New Joiners last keeps the Employment Rights Act 2025 guidance as current as it can be for a live delivery.
Closes the programme at a manageable pace.