Manager Grand Prix
A five-month, modular programme that builds the capability people managers need to think clearly, influence without authority, develop their teams and lead change that holds.
At a glance
Learning objectives:
- Apply structured thinking and emotional intelligence to complex, ambiguous situations.
- Build trust and influence stakeholders and peers without relying on formal authority.
- Understand what drives individual performance and adapt leadership approach accordingly.
- Develop team members through coaching conversations, not just instruction.
- Lead people through transition and set clear direction during change.
- Evidence behavioural shift back in role and plan the next stage of development.
Who’s it for?
- People managers responsible for delivering results through others.
- Newly promoted or emerging leaders building core management capability.
- Middle managers who need to influence across functions and lead change.
- HR and L&D teams looking for a modular programme that can be shaped around different management populations.
Managers carry a disproportionate share of execution risk. Strategy is set above them, but whether it is delivered depends on how well they think under pressure, influence peers, develop their people and hold teams steady through change. Where those capabilities are under-developed, the cost shows up in stalled priorities, disengagement and attrition. Classroom learning alone rarely closes the gap. Capability shifts when new skills are tried at work, reviewed and reinforced over time.
Programme Overview
Manager Grand Prix is a modular programme of five laps, each two interactive learning days, delivered one a month over five months. Each lap builds on the last, moving from how managers think, to how they influence, to how they develop people and lead change. Organizations can run the full programme or select the laps that match a population’s stage and priorities.
Modular by Design
Every lap is a self-contained module. Laps can be combined into shorter, targeted programmes for emerging leaders or middle managers, or run as a single two-day intensive aimed at a specific team challenge.
Evidence-Based Frameworks
Each lap draws on established models, including emotional intelligence, the Cynefin framework, the Trust Equation, psychological safety, principles of influence and Bridges’ Transition Model. Tools are practical and applied to real management challenges.
Applied Between Laps
Short field assignments between laps mean every skill is tried at work before the next lap begins. The final lap reviews evidence of behavioural shift through peer feedback, so development is demonstrated, not assumed.
Key benefits
Build consistent management capability across emerging and middle manager populations.
Equip managers to think clearly and make sound decisions in complex situations.
Strengthen influence across functions, without relying on formal authority.
Develop teams through coaching, building capability below the manager.
Reduce the performance risk associated with poorly led change.
Ensure skills are applied at work between laps, not left in the classroom.
Target investment by selecting only the laps each population needs.
Demonstrate behavioural shift through peer feedback and structured review.
Are you interested in this programme?
Get in touch here, whether you want more information about the programme, speak to our leaders or book the programme.
FAQs
The programme runs as a series of laps. Each lap is a complete module, and the laps build on each other over five months. The format reflects the idea that capability improves through repeated practice, review and adjustment, not a single event.
Participants complete short field assignments in role. These turn ideas from the learning days into working habits, and the experience feeds directly into the next lap.
No. Every lap is self-contained, so laps can be selected and combined into a shorter programme. Common examples include a four-day foundations programme for emerging leaders, a six-day influence and change programme for middle managers, and single-lap two-day intensives.
People managers at any stage, from newly promoted team leaders to experienced middle managers. The modular design means the content can be matched to each population’s level and priorities.
The programme draws on established models including emotional intelligence, Bottom Line Up Front (BLUF), the Cynefin framework, the Trust Equation, psychological safety, principles of influence, coaching practice and Bridges’ Transition Model. Each is applied to real management challenges rather than taught in the abstract.
The final lap is dedicated to reviewing evidence of behavioural shift, gathering peer feedback and working through sticking points, before each participant builds a development plan for the next stage.
Yes. Lap selection, scenarios and emphasis can be adapted to your sector, management level and the specific challenges your managers face.
Yes. The programme is currently delivered in India and can be delivered across the UK, Europe and the Middle East. [Confirm.]
