We run practical coaching programmes and workshops for mid-level managers, senior leaders and new executives across the UK. Each programme is built around your real business problems, not textbook scenarios.
Three core areas, each designed for a different stage of leadership growth. We keep groups small (eight to twelve people) so facilitators can give individual feedback during every session.
Six-month engagements with a dedicated coach who has managed teams of 50 or more. Sessions run fortnightly, 90 minutes each, with written progress reviews at weeks 8, 16 and 24. We work on decision-making under pressure, difficult conversations and strategic thinking.
Two-day intensive sessions held at your office or a venue we arrange. Topics include conflict resolution, delegation frameworks and feedback culture. Participants leave with a 90-day action plan reviewed by our facilitators at the 30-day mark.
A twelve-week course for people stepping into management for the first time. Weekly group sessions, paired with a mentor from our alumni network. Covers hiring, performance reviews, budgeting basics and how to run a productive meeting.
We started Leadership Innovate in 2017 after spending years watching talented people get promoted into management roles with zero preparation. The pattern was always the same: a great individual contributor becomes a frustrated, under-supported manager, and the whole team suffers.
Our founding team of four coaches had a combined 60 years in operational leadership across manufacturing, financial services and the public sector. That mix still shapes our approach. We pull case studies from real industries, not hypothetical MBA exercises.
Today we work with organisations ranging from 30-person startups to FTSE 250 companies. Most of our clients are based in Wales and the West of England, though we run remote programmes for teams anywhere in the UK.
We ask every participant to fill in an anonymous survey at the end of their programme. Here are a few unedited comments from recent cohorts.
"I went in expecting slides and theory. Instead we spent the first morning mapping out a real conflict I was dealing with on my team. By lunchtime I had a plan. By Friday the conversation had happened and it went better than any difficult conversation I have had in ten years."
Rachel M., operations director, Cardiff
"The emerging leaders programme gave me a vocabulary for things I was already doing instinctively, and it fixed the things I was doing badly. The mentor pairing was the most useful part: someone outside my company who could be honest without any politics."
Daniel K., newly promoted team lead, Bristol
"We have sent 14 managers through the coaching programme over three years. Staff retention in those managers' teams improved by 18 percentage points compared to the rest of the business. That alone more than covers the cost."
Siân L., HR director, Swansea
Tell us a little about your team and what you are trying to achieve. We will reply within two working days with a suggested next step, usually a 30-minute discovery call.
