Manager training
The conversationmanagers dread
Training for line managers on noticing when someone is struggling, and what to do in the ten minutes that follow.
How thisactually works
Most managers do not avoid these conversations out of indifference — they avoid them out of fear of making it worse. This is training for that specific moment. How to notice a change in someone, how to open it without interrogating, what to say when someone discloses something serious, where your responsibility ends, and how to hand over without abandoning them. It is practical and rehearsed, not theoretical. Managers leave knowing what their role is, and equally clearly what it is not.
- Length
- Half day, or two shorter sessions
- Group size
- Up to 15 — it involves practising out loud
- Who it's for
- Line managers, team leads, HR
- Includes
- A one-page reference to keep afterwards
How it runs
Fees are discussed before you commit — see how it works.
What the programmeactually covers
- Noticing change without surveilling people
- Opening a conversation you are nervous about
- Listening when you cannot fix it
- Responding to a disclosure of distress or self-harm
- Where a manager's responsibility ends
- Referring on without it feeling like rejection
- Adjustments that are actually workable
- Looking after yourself as the person who absorbs it
Programmes are shaped around the organisation rather than sold off a shelf, so this is a starting point rather than a fixed list. Get in touch and we’ll work out where to start.
From first callto review
- 01
Brief
What managers currently do, what your policies already say, and what has gone wrong before.
- 02
Session
Short input, then rehearsed conversations. The practice is the part that transfers.
- 03
Reference
Every manager leaves with a one-page guide covering what to say, what not to, and who to escalate to.
- 04
Follow-up
An optional session a few months later to work through what actually came up.
