For organisations · The Arrow Programme
Develop managers who stay, grow and take their teams with them.
A six-workshop leadership programme for new and developing managers, delivered over 6 to 12 months and shaped around your organisation.
Why it matters
Most managers are promoted for being good at their job, not because anyone taught them to lead.
The cost shows up in retention, engagement and the quality of every one-to-one. UK research from the Chartered Management Institute puts numbers on it.1
82%
of people who step into management have had no formal management or leadership training.
28%
of employees have left a job because of a negative relationship with their manager.
1 in 5
managers aren't confident in their own leadership abilities.
The programme at a glance
Structured enough to measure. Personal enough to stick.
The Arrow Programme takes a cohort of managers through six workshops, spaced so there's time to try things between sessions. Each workshop builds on the last, following the four stages of the Arrow Framework.
Before we start, I'll spend time with you to understand your managers, your culture and what good looks like in your organisation. The content is then tailored to fit.
What's included
- Workshops
- 6 full days (10am–4pm) or half days (10am–1pm)
- Duration
- 6 to 12 months, depending on workshop length
- Delivery
- In person, with virtual delivery available
- Profiling
- Insights Discovery
- Reporting
- Baseline, midpoint review and end-of-programme impact report
The six workshops
One journey, from new manager to confident leader.
Every workshop is practical and interactive, and ends with something to try back at work before the next session.
Workshop 1Aim
Knowing yourself and your team
Using Insights Discovery to understand your own style, how others experience you, and how to work with people who see the world differently.
Workshop 2Aim
From colleague to manager
What your role now asks of you: expectations, boundaries, and deciding the kind of manager you want to be.
Workshop 3Draw
Communication that lands
Listening properly, giving feedback people can use, and adapting how you communicate to the person in front of you.
Workshop 4Release
Coaching your team to perform
Moving from telling to coaching, with simple structures for one-to-ones that build ownership and capability.
Workshop 5Release
Difficult conversations and decisions
Handling conflict, underperformance and change calmly, fairly and with confidence.
Workshop 6Follow through
Leading on
Pulling it together into a personal leadership plan, sharing progress, and agreeing how the learning continues after the programme.
Measuring impact
You'll be able to show what changed.
Leadership development is easier to justify when you can evidence it. Every programme includes a simple, consistent way of tracking progress.
- Before
A baseline
Each manager rates their confidence in the areas the programme covers, so we know where everyone is starting from.
- During
A midpoint review
A check-in with you on progress, themes from the group, and anything to adjust for the second half.
- After
An impact report
Before-and-after results, what's changed in practice, and recommendations for what comes next.
In their words
She created a safe, inclusive environment where the team felt comfortable being honest and reflective, something that isn’t always easy to achieve in these types of sessions.
On tailoring to the group
“From early on it felt tailored, like she'd done her homework on the group and genuinely adapted as we went. That's harder to do than it sounds.”
Trusted by teams at
Investment
Programmes typically range from £18,000 to £24,000.
The final price depends on cohort size, delivery format and how much tailoring you need. After a free scoping call, you'll receive a written proposal with a fixed price, so there are no surprises.
How to get started
- Book a free 30-minute scoping call
- I'll learn about your managers, your goals and your culture
- You'll receive a tailored proposal within a week
Questions HR and People teams ask
Frequently asked questions
Can the programme be tailored to our organisation?
Yes. Every programme starts with a scoping conversation about your managers, your culture and the challenges you're seeing. Examples, exercises and emphasis are adapted to fit, so it feels like your programme rather than an off-the-shelf course.
How do you measure the impact?
Each manager completes a baseline before the first workshop and the same measures again at the end. You'll get a midpoint review and a final impact report showing what's changed, with recommendations for next steps.
Will it fit alongside our existing learning and development?
Yes. I'll look at what you already offer during scoping, so the programme builds on it rather than duplicating it, and uses your language and values where that helps.
Why is it spread over 6 to 12 months?
Because behaviour changes through practice, not a single training day. Spacing the workshops gives managers time to try things with their teams, reflect, and bring real situations back to the next session.
Can the workshops run online?
Yes. The programme is designed to be delivered in person, because that's where groups build the most trust, but workshops can run virtually where that suits your team better.
How long is each workshop?
Workshops run either as full days (10am–4pm) or half days (10am–1pm). Full-day programmes usually run over around six months; half-day programmes over up to twelve, with more frequent sessions.
How many managers can take part?
We'll agree the cohort size during scoping, based on your organisation and what you want to achieve. Larger organisations can run several cohorts in parallel or one after another.