Before
Agree the leadership pressure, participant group and what useful evidence looks like.
The Crack On Leadership Performance Programme
Develop managers who can lead productive teams.
A practical 90-day programme for managers navigating real people, decisions, standards and pressure at work.
The manager’s starting point
Leadership can feel lonely when no one has shown you what good looks like.
The programme gives managers a place to work through the situations they are already carrying, with practical ways to lead them differently.
Promoted without being shown how to lead.
Avoiding difficult conversations or second-guessing decisions.
Taking work back rather than delegating outcomes.
Feeling responsible for everything, caught between leaders and the team.
Knowing what needs to happen but not how to communicate it clearly.
The 90-day programme
A structured journey built around the work.
The sequence is consistent. The final activities, delivery format and evidence are confirmed in the employer proposal for the management gap being addressed.
- 01
Employer diagnosis
Agree the management pressure and evidence that matter.
- 02
Participant baseline
Set a grounded starting point for the cohort.
- 03
Practical development
Work on the leadership situations managers are facing.
- 04
Workplace activities
Apply the work in real conversations, priorities and follow-through.
- 05
Sponsor reviews
Keep the employer connected to practical application.
- 06
Evidence review
Review agreed behaviour and workplace evidence at the close.
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 transcriptMake the conversation tangible.
Practical activity creates a shared language for the conversations that matter at work.
Interaction, not just instruction.
Managers have room to discuss the situations they actually need to handle.
What managers become better able to do
From carrying everything themselves to leading a team that takes ownership.
Set clear expectations and protect standards.
Delegate outcomes with useful review points.
Handle difficult conversations early and fairly.
Coach people instead of automatically rescuing.
Make appropriate decisions and know when to escalate.
Create accountability without unnecessary confrontation.
The Crack On method
Identify. Practise. Apply. Measure.
One clear method keeps the work connected to the employer’s priority and useful in the manager’s everyday role.
- 01
Identify
Agree what needs to change and why it matters.
- 02
Practise
Give managers practical structures, language and feedback.
- 03
Apply
Use the learning in current workplace situations.
- 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.
Employer and sponsor role
Development works better when the workplace stays involved.
The employer agrees the priority, nominates suitable participants and makes space for workplace application. Crack On facilitates, challenges and reviews the work with that context in view.
During
Support managers to apply the work in current conversations, priorities and follow-through.
Review
Look at behaviour, ownership and appropriate workplace evidence rather than attendance alone.
Investment
From £1,250 + VAT per person. The final specification is agreed before booking.
A direct next step
Talk about your managers.
Talk through the management pressure, the right participant group and what evidence would make the work worthwhile before committing.
Talk about your managers
A straightforward conversation. No inflated promises and no obligation.