Please note that this training course is now FULL TO CAPACITY. If you would like to be added to the waiting list, please e-mail Jo Goldsmith directly (jo@thejlc.org).

Today’s managers are expected to do more than direct tasks and manage performance - they’re seen as change-agents and are expected to grow people. As roles evolve, expectations rise, and teams navigate uncertainty, managers who coach effectively and build strong, supportive relationships are the ones who elevate performance and wellbeing .

In this session, we reframe management as a regular practice of developing others - helping people think better, act smarter, unlock their potential and grow in confidence. You’ll explore the key mindsets and behaviours that separate great managers from merely good ones: cultivating a growth mindset, knowing when to coach, mentor, lead or train, and using core coaching techniques like active listening to spark meaningful growth.

But great management isn’t only about skills - it’s about relationships. We’ll look at how trust is built (and broken), the various ways we can support people, and how to offer care without sliding into over-responsibility, saviour mode, or unhelpful enabling.

This interactive workshop is for managers who want to develop people with intention and lead with clarity, empathy, and skill. In short: you’ll learn to grow people while strengthening the relationships that make growth possible.

This is a full-day in-person workshop

Cost: £95 for JLC member organisations, £110 for non JLC member organisations

The course will be held in a NW London venue, which will be disclosed nearer to the event

• Aims

  • To understand what effective people development entails and the mindsets that enable managers to help others grow.

  • To make the concepts of coaching, mentoring, leading and training distinct, so that managers choose ‘the right hat’ for specific situations.

  • For participants to explore their current coaching mindset, relational habits, and default managerial style.

  • To recognize the “growth blockers” that get in the way of developing others - such as bias, urgency, micromanaging, over-helping, or the saviour complex - and learn strategies to avoid them.

  • To cultivate a relational approach to management built on trust, clarity, and healthy boundaries.

  • To learn practical coaching tools - including active listening, powerful questions, and structured coaching processes for everyday conversations.

  • To practise supportive, developmental conversations in ‘live’ scenarios.

• Outcomes

  By the end of this session, participants will be able to:

  • use a simple framework to choose whether to coach, mentor, or train in different situations.

  • identify their own automatic managerial styles and be able to use other managerial styles when useful.

  • apply core coaching techniques to help their people think clearly, act more confidently and develop both personally and professionally.

  • build supportive relationships that enhance wellbeing, motivation, and engagement -without over-functioning or enabling.

  • lead developmental conversations that create opportunities for learning and growth.

  • foster a growth mindset in themselves and their team, creating conditions where people feel empowered to stretch, experiment, and evolve.

  • use day-to-day touchpoints with team members to continuously deepen connection.

• Facilitator

  Rebecca Fishman