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Crack On Leadership

Leadership development for operational employers

Managers who lead.
Teams that take ownership.

Practical leadership development for managers handling real people, decisions and standards under pressure.

Talk about your managers Choose the right support

Based in Wales. Working throughout the UK.

Start where you are

What are you responsible for?

Funding support for Wales-based employers

01

Owner or Managing Director

Build leadership capacity so fewer everyday problems come back to you.

See the business case

03

People, HR or L&D leader

Give managers development they can use at work, with the employer involved.

See the employer route

Does this sound familiar?

When management is inconsistent, everyone feels it.

It is not always a people problem. Often, it is a leadership problem that has never been properly addressed.

Take the Leadership Sense Check
Participants discussing ideas during a Crack On leadership session

Managers avoid difficult conversations.

Teams wait to be told.

Standards vary between people or locations.

Senior leaders keep stepping in.

The Leadership Performance Programme

A 90-day journey from pressure to practical leadership.

Managers learn in the context of the work they need to lead, then apply it in their own teams.

From £1,250 + VAT per person.

A six-person minimum applies to the first three pilot cohorts.

Explore the programme
The 90-day journey90 days
  1. 01

    Employer diagnosis

    Agree the management pressure and evidence that matter.

  2. 02

    Participant baseline

    Set a grounded starting point for the cohort.

  3. 03

    Practical development

    Work on the leadership situations managers are facing.

  4. 04

    Workplace activities

    Apply the work in real conversations, priorities and follow-through.

  5. 05

    Sponsor reviews

    Keep the employer connected to practical application.

  6. 06

    Evidence review

    Review agreed behaviour and workplace evidence at the close.

What changes for managers

From carrying everything themselves to leading a team that takes ownership.

The programme helps managers build confidence, clearer expectations and a practical leadership identity. It does not promise identical outcomes for every person.

Before→Potential shift

Decisions repeatedly escalate

Managers make appropriate decisions

Difficult conversations are avoided

Problems are addressed earlier

Delegation lacks clarity

Outcomes and review points are agreed

Standards vary

Expectations become more consistent

Senior leaders rescue

Managers and teams take ownership

Real Crack On delivery

Work that gives managers something useful to take back into the week.

Practical facilitation means managers discuss real situations, learn how others see the pressure and leave with clearer ways to respond.

C-me colour and communication session

A short look at Crack On facilitating practical communication work. The video is user-controlled and captioned.

Read the transcript

We use colour to bring out connection and break down communication barriers within teams. The work asks how people communicate in ways that are most useful to one another, so everyday meetings and development conversations can work better.

Open the full transcript
Participants take part in a practical colour activity during a Crack On leadership session

Make the conversation tangible.

Practical activity creates a shared language for the conversations that matter at work.

Participants in conversation during a Crack On facilitated session

Interaction, not just instruction.

Managers have room to discuss the situations they actually need to handle.

The Crack On method

Identify. Practise. Apply. Measure.

One clear method keeps the programme grounded in the employer’s priority and connected to the manager’s everyday work.

The Crack On way
  1. 01

    Identify

    Agree what needs to change and why it matters.

  2. 02

    Practise

    Give managers practical structures, language and feedback.

  3. 03

    Apply

    Use the learning in current workplace situations.

  4. 04

    Measure

    Review behaviour, ownership and an agreed workplace indicator.

Success is measured by what managers do differently, not simply whether they enjoyed the training.

A facilitated group session in a Fleet Street PR-branded working environment
Evidence earns its place when the original need, work and observable change can be described honestly.

Cross-sector experience

Real work. Evidence stated at the right level.

Crack On’s public evidence includes hospitality, professional sport and professional-services contexts. It does not inflate incomplete stories into case studies.

Explore evidence and results
Jon Saunders facilitating a Crack On leadership session
Participants taking part in a Crack On leadership session

Real Crack On delivery, shown as shared programme context.

The people behind the programme

One practical method. Complementary experience around it.

Crack On combines operational experience, practical facilitation and focused coaching so managers can use what they learn when the pressure is real.

Jon Saunders

Founder

Georgina Jones

Coach & Facilitator

Matt Howcroft

Executive Coach & Facilitator

Meet the team

Talk about your managers

Start with the pressure you are seeing.

A direct conversation about what is happening and whether Crack On is the right next step.

Preferred contact method