Learning Solutions Matter
PRACTICAL SKILLS FOR PEOPLE MANAGERS

Work to do.
People to lead.
Skills that help.

Help your managers delegate confidently, handle tricky conversations and get the best from their teams. Ready-to-run, two-hour sessions with practical skills they can use straight away.

Which of these skills do your people need?

For new and experienced managers, team leaders and supervisors.
Focused practice for the situations they face at work.

SMALL SHIFTS. BETTER MANAGEMENT.
A familiar moment at work•••

“I could do it myself.
But I can’t keep
doing everything.”

A clear handover.
The right support.
Ownership that stays put.

That’s Deliberate Delegation
Real work. A little practice. Something that sticks.

Focused sessionsTypically two hours

Where your people workRemote or face to face

Built around your worldYour situations. Your language.

EIGHT CORE SKILLS. EVERYDAY MANAGEMENT.

What would help your managers?

Start with a situation you recognise.
Explore a skill to see what your managers would practise.

Ownership & capacity01 / 08

Delegation

Create Focus · Deliberate Delegation

Clear ownership. More room to lead.

Your managers hand work over, but unclear expectations or too little support can bring it straight back to their desks.

Help them delegate with clarity, build capability and agree the right support so ownership stays with the person doing the work.

What your managers will work on

  • Choosing what to delegate and matching it to the person’s readiness.
  • Agreeing outcomes, decision-making boundaries and support.
  • Checking progress without taking the task back.
IN THE SESSION

Your managers prepare and rehearse a real handover, including what good looks like, who owns the decisions and when to check in.

They leave withA clear delegation brief for a real piece of work.
Talk to us about delegation

Prefer the whole picture?

All eight topics, the practical outcomes and how we work. In one short read.

A wall of black-and-white portraits above an orange bench.

THE LSM WAY

Your world.
In the room.

We start with what happens at work. Then we build the learning around it.

01

Start with the real situation

Tell us where things get stuck and what you’d like people to do differently. We’ll help you choose a useful starting point.

02

Make it feel like your workplace

We shape examples and activities around your roles, language and challenges. One focused session or a connected series.

03

Practise it. Use it.

Facilitated conversations, time to try things and feedback that helps. Managers leave with something to use in their next working day.

LET’S START WITH YOUR MANAGERS

What would you like
to be a little easier?

A task that keeps coming back? A conversation that keeps getting put off?
Tell us what’s happening. We’ll think it through with you.

Talk through what you need
THE SHORT BROCHURE

MANAGEMENT DEVELOPMENT

Everyday management. Done well.

Help your managers delegate confidently, handle tricky conversations and get the best from their teams. Ready-to-run, two-hour sessions with practical skills they can use straight away.

Typically 2 hoursRemote or face to faceShaped around your workplace
01

Delegation

Create Focus · Deliberate Delegation

Help them delegate with clarity, build capability and agree the right support so ownership stays with the person doing the work.

  • Choosing what to delegate and matching it to the person’s readiness.
  • Agreeing outcomes, decision-making boundaries and support.
  • Checking progress without taking the task back.

They leave with: A clear delegation brief for a real piece of work.

02

Giving Feedback

Fast Feedback · Practical Feedback Habits

Help them give timely, constructive feedback that recognises good work, addresses concerns and makes the next step clear.

  • Opening a constructive feedback conversation.
  • Recognising useful behaviours and addressing what needs to change.
  • Listening to the response and agreeing a practical next step.

They leave with: A prepared feedback conversation and a habit to use with their team.

03

Coaching

Move Forward · Coaching Tools

Help them use everyday coaching conversations to build confidence, encourage independent thinking and strengthen ownership.

  • Recognising when to coach and when to give clear direction.
  • Using questions that help people think things through.
  • Listening carefully and agreeing an action the other person owns.

They leave with: Fresh ideas for conversations that build confidence and ownership.

04

Goals & Priorities

Help them turn broad expectations into clear outcomes, agree priorities and keep their teams focused as demands change.

  • Defining outcomes and recognising progress.
  • Agreeing priorities, trade-offs and dependencies.
  • Reviewing priorities and resetting expectations when circumstances change.

They leave with: A clearer team priority and a practical check-in plan.

05

Candid Conversations

Help them address sensitive issues with clarity and care, while making space for the other person’s perspective.

  • Clarifying the purpose, examples and desired outcome.
  • Opening clearly and exploring the other person’s perspective.
  • Responding to defensiveness and agreeing a constructive way forward.

They leave with: A prepared opening and a plan for the real conversation.

06

Motivation & Engagement

Help them understand individual motivators and create everyday conditions that support involvement, effort and contribution.

  • Exploring what helps different people feel motivated and valued.
  • Spotting gaps in clarity, recognition, autonomy or support.
  • Agreeing useful changes rather than assuming what people need.

They leave with: A focused engagement conversation and an action to follow up.

07

Performance Conversations

Help them hold regular, balanced conversations about progress, development and the support people need to perform well.

  • Reviewing evidence of progress against agreed expectations.
  • Exploring gaps in clarity, capability or support.
  • Agreeing actions, responsibilities and when to follow up.

They leave with: A practical check-in plan with clear actions and follow-up.

08

Leading Change

Help them communicate honestly, listen to concerns and keep their teams taking useful steps through uncertainty.

  • Explaining what is changing, why it matters and what is still unknown.
  • Recognising different responses and understanding the concerns behind them.
  • Agreeing what the team can do now and how to keep the conversation going.

They leave with: A clear change message and a plan to support their team.

Let’s make it relevant.

We start with your goals, then shape the examples, practice and format around your people. Tell us about the audience, the situations they face and what you’d like to see change. We’ll talk through the scope and provide a tailored proposal.

connect@learningsolutionsmatter.com learningsolutionsmatter.com

Learning Solutions Matter · November 2026