Business outcome
More consistent manager practice
Managers use a shared set of practical approaches for goal setting, communication, coaching and performance conversations.
Corporate Training Programme
Manager Development Programme
Inconsistent manager practice can weaken accountability, employee experience and delivery. Organisations need managers who can lead confidently, communicate clearly, develop capability and manage performance in a fair, practical and business-focused way.
Business context
The priority behind the engagement.
Inconsistent manager practice can weaken accountability, employee experience and delivery. Organisations need managers who can lead confidently, communicate clearly, develop capability and manage performance in a fair, practical and business-focused way.
Duration: A configurable multi-module journey, typically delivered over 8–12 weeks with workplace application between sessions.
Overview
How the work comes together.
The SPS Manager Development Programme builds the core capabilities managers need to lead teams and deliver results. The journey connects practical management tools to the organisation’s strategy, values, performance expectations and workforce priorities.
Participants learn through facilitated sessions, realistic business scenarios, peer practice and workplace assignments. Managers apply the tools between modules, receive feedback and bring evidence of application back into the programme.
Methodology
A practical delivery framework.
Designed around real management work
SPS combines concise concepts with discussion, scenarios, structured practice and practical tools. Content is contextualised to the organisation’s operating environment and manager expectations.
Each module closes with a workplace commitment. Participants test the approach in role, reflect on results and use the next session to deepen judgement and consistency.
Workplace application
Turn learning into practice.
Transfer beyond the classroom
Participants complete practical assignments such as resetting team expectations, conducting a coaching conversation, improving delegation or addressing a live performance issue. Line managers can be equipped with briefing guides and review questions to support transfer.
A closing application review connects individual learning to team priorities and defines the practices participants will sustain.
Target audience
New and recently appointed managers
Experienced managers requiring a consistent management foundation
Technical specialists moving into people leadership
Team leaders and supervisors
Managers leading change or expanded responsibilities
Modules & topics
The role of the manager in workforce performance
Leading self and adapting leadership style
Setting expectations, goals and accountability
Communication, feedback and difficult conversations
Coaching for capability and performance
Delegation, decision-making and prioritisation
Leading change and sustaining team performance
Workplace application and action planning
Delivery options
In-person facilitated learning
Virtual instructor-led learning
Blended learning journey
Cohort-based workplace application
Optional manager briefings and coaching
Competency outcomes
Translate business priorities into clear team goals and expectations
Adapt communication and leadership approach to people and context
Give useful feedback and hold effective performance conversations
Coach employees to build capability and ownership
Delegate with clarity and appropriate accountability
Navigate change, competing priorities and difficult conversations
Outcomes & measurement
Define progress. Measure what matters.
Business outcome
Improved manager effectiveness
Managers are better equipped to lead people, manage priorities and address performance constructively.
Business outcome
Stronger team accountability
Clear expectations, follow-through and feedback support more reliable execution.
Business outcome
Stronger capability development
Managers take a more active role in coaching and developing employees against business needs.
Success measure
Manager capability confidence
Tracks confidence and demonstrated competence against agreed manager capabilities.
Success measure
Workplace application completion
Shows whether participants apply the agreed tools and assignments in role.
Success measure
Manager behaviour observation
Captures changes visible to participants’ managers or stakeholders.
Success measure
Business sponsor assessment
Assesses whether the programme is addressing priority management needs.
Success measures are agreed during programme design. SPS establishes a practical baseline, tracks participation and application, and reviews follow-up evidence with sponsors. The emphasis is on observable manager behaviour and workplace transfer rather than attendance alone.
Workforce alignment
Workforce pillars
- Workforce Capability
- Workforce Performance
Primary buyer
L&D
Other relevant buyers: CHRO, Business Head, HR
Related & Recommended
Continue with relevant SPS expertise.
Next step
Request a Programme Proposal