They give you so much information, it’s like drinking from a fire hose! And because it’s so complex you end up stuck, stressed and anxious, finding yourself in the same situation 6 months from now.

You started someone else's training program with high expectations only to find them reading from a script and pulling out tired old philosophy and training models to try and impress you, talking at you and boring everyone with PowerPoint.

At the end of the day, nothing changes. Your business is the same as it was when you started someone else's academy/course and you feel like you came out with nothing.

Not with this one! (or your money back)

Adrian teaches from bloody nose experience, not ivory tower philosophy. He has literally delivered 100's of training courses, managed 1000's of team members and added 100's of 1000's to the company's bottom line as a result of the training he delivered.

We promise this is an action-focused training academy that will produce results immediately!

We start with managing people and the learners discover why a coaching style of management is so important. It's a great session and, like all the other modules, full of knowledge, tips, techniques and activities to complete. The after-session activity, for the learners to complete, is to implement a structured one-to-one meeting system (paperwork supplied) and start using delegation as a developmental tool with their directs/team.

There is a big focus on emotional intelligence and each learner will complete an emotional intelligence test paper and formulate a plan to improve on any developmental needs. They will also create an annual statement of intent, that will move them towards the company/organisatuion's vision, as well as create the steps to get there.

An awesome session. The main message is to manage their daily tasks around their energy levels rather than the clock. However, they will also be introduced to block timing their day, action lists, to do lists and prioritising their tasks. One manager who sat this session and implemented the delegation from the management module saved herself 2 hours per day - it's that powerful. 

We look at the process of communication, listening skills and building rapport. Your team member (or you) will discover the power of DISC psychometrics, the predictable characteristics of people and their preferred style of communication. Email is also a big part of team members' lives and can often take over, so in this module we'll also discuss email etiquette. 

There are 3 outcomes to effective recruitment. The first is finding a qualified person with loads of experience - but these are rare and can demand a higher wage. The second is you find a person you can develop into the first - but these often leave sooner than you want them to. And the third outcome is you prey!! I've heard lots of managers say "I hope they turn out OK" or "I pray they fit in". This module will focus your learners and follow a more competency-based interview process.

At the beginning of this module, your learner will analyse the current culture, assess the current position of the culture and map out a way to develop the culture and the team following a set framework. This is such an important activity as some teams struggle to change, which is a direct result of the current culture. Once the plan for the future culture has been set, we look at managing change in a changing environment.   

One of my favourite topics and this will come out in the videos. HR isn't boring, it's just got a bad reputation in some teams. The main point of this module is to 'Improve Not Remove', and there is a huge concentration on performance management and using PIP's as a motivational tool (paperwork included). We'll also look at discrimination definitions, unconscious bias, the PIP process, disciplinaries, grievances and absence management.

In this module we'll look at how conflict happens in the work place and how to manage it. We'll look at difficult conversations, improving confidence and self-esteem and creating a positive environment. 

Coaching is a great module and according to our research, only about 35% of managers in the UK know how to coach correctly. This module will cover the benefits of coaching, what to coach, when to coach and how to coach. The goal after the session is for the learners to leave with a planned coaching session and deliver it without the coachee knowing they have been coached.

Even though we don't like the word appraisals, the 12th monthly one-to-one and setting a personal development plan is so important for the motivation and development of the team. The learner will also learn how to manage effective meetings and develop their own meeting charter.

This isn't a 'lets build a tower module' although we give the learner some great team building activities for them to use with their team. This module looks at the theory and process of building a team. There is a great activity/framework your learner/s will cover to start to bring everything they have learnt together to help build their team and themselves.

This has been a very popular addition to our training courses. The learners become the mentors and 'training buddies' for the next set of learners you add to the academy. They will also use the skills to mentor their team members, which definitely helps keep the team in tact for longer.

14 months access to the 12 modules within the academy 

Weekley support from Adrian Close who is a multi-award winning business manager and leadership training specialist, and his team

All the tools we add to each module - the one to one form, the interview form, the CV screening form, the DISC test paper and E-Book (and lots more) can be downloaded and used straight away.

Your learners will have access to an accountability group which will hold them accountable for achieving the original training goals they set themselves.

If you'd like to have a chat about the program, please don't hesitate to contact Adrian Close from Ultimate Leadership training Ltd at support@adrianclose.com

Motivate your learner/s, manager/s, leader/s and your team members into a high performing team...would this be worth it?

Help your managers recruit the best fit for the team and position advertised and then put in place a development plan that keeps team members longer...would this be worth it?

Help your managers set an annual statement of intent and put in place the steps to get them there...would this be worth it?