Workshops & coaching for people managers
Set clear expectations, give feedback that lands, and follow through.
Most new managers receive little or no formal training before they are handed a team. Manager behavior affects whether people understand expectations, raise issues early, and follow through on commitments. Frank helps close that gap through practical workshops, EQ-i 2.0/EQ 360 debriefs, and one-to-one coaching.
Built for managers & L&D teams
Workshops, EQ-i 2.0 / EQ 360 debriefs, and 1:1 coaching — virtual or in person.
Workshops & coaching for people managers
Set clear expectations, give feedback that lands, and follow through.
Most new managers receive little or no formal training before they are handed a team. Manager behavior affects whether people understand expectations, raise issues early, and follow through on commitments. Frank helps close that gap through practical workshops, EQ-i 2.0/EQ 360 debriefs, and one-to-one coaching.
70%
of a team’s engagement is driven by their manager’s behavior — Gallup
60%
of new managers get no training before leading a team — Center for Creative Leadership
70%
of new training content is forgotten within 24 hours without reinforcement — Ebbinghaus forgetting curve
70%
of a team’s engagement is driven by their manager’s behavior — Gallup
60%
of new managers get no training before leading a team — Center for Creative Leadership
70%
of new training content is forgotten within 24 hours without reinforcement — Ebbinghaus forgetting curve
Why teams stall
Most managers were never actually trained to manage people.
People get promoted for doing the work well, not for running a team — and most are never given formal training before they’re handed one. What’s missing usually isn’t technical skill; it’s a handful of specific moves that keep a group aligned once the work is no longer theirs alone.
Direction
Expectations are unclear
People leave meetings unsure about priorities, ownership, standards, or deadlines.
Consistency
Standards shift by manager
What gets let slide, and what gets addressed, depends on who’s running the team that week rather than a shared standard.
Timing
Problems surface late
Concerns sit unspoken until they’re too big to raise casually — by then the fix costs far more than the conversation would have.
Why teams stall
Most managers were never actually trained to manage people.
People get promoted for doing the work well, not for running a team — and most are never given formal training before they’re handed one. What’s missing usually isn’t technical skill; it’s a handful of specific moves that keep a group aligned once the work is no longer theirs alone.
Direction
Expectations are unclear
People leave meetings unsure about priorities, ownership, standards, or deadlines.
Consistency
Standards shift by manager
What gets let slide, and what gets addressed, depends on who’s running the team that week rather than a shared standard.
Timing
Problems surface late
Concerns sit unspoken until they’re too big to raise casually — by then the fix costs far more than the conversation would have.
What’s on offer
Four ways to work together.
Each format is built around real situations a manager is currently facing, not a generic curriculum. We start with what’s actually stuck.
Manager effectiveness workshops
Half- or full-day sessions built around live cases from your team, not hypotheticals.
EQ‑i 2.0 & EQ 360 debriefs
A structured read on how someone’s approach lands on others, turned into two or three things worth practicing.
1:1 coaching
Ongoing support for a manager working through a specific relationship, transition, or pattern.
Contract facilitation
Delivery support for L&D and consulting teams that need an experienced facilitator on a specific engagement.
What’s on offer
Four ways to work together.
Each format is built around real situations a manager is currently facing, not a generic curriculum. We start with what’s actually stuck.
Manager effectiveness workshops
Half- or full-day sessions built around live cases from your team, not hypotheticals.
EQ‑i 2.0 & EQ 360 debriefs
A structured read on how someone’s approach lands on others, turned into two or three things worth practicing.
1:1 coaching
Ongoing support for a manager working through a specific relationship, transition, or pattern.
Contract facilitation
Delivery support for L&D and consulting teams that need an experienced facilitator on a specific engagement.
Workshop topics
Skills managers can use the next day.
Set a direction people can repeat back
Outcome, decision rights, and timing agreed on up front — so results, not opinions, decide whether the work succeeded.
Match your style to the person
Someone new to the work needs direction. A proven performer needs room. Use the wrong one on either, and you lose them.
Say the hard thing while it’s still small
Name the specific behavior and its impact directly, before it hardens into an unspoken problem.
Make accountability a team habit, not just yours
People calling it out to each other when a commitment slips does more than a manager checking in alone.
Workshop topics
Skills managers can use the next day.
Set a direction people can repeat back
Outcome, decision rights, and timing agreed on up front — so results, not opinions, decide whether the work succeeded.
Match your style to the person
Someone new to the work needs direction. A proven performer needs room. Use the wrong one on either, and you lose them.
Say the hard thing while it’s still small
Name the specific behavior and its impact directly, before it hardens into an unspoken problem.
Make accountability a team habit, not just yours
People calling it out to each other when a commitment slips does more than a manager checking in alone.
Who’s running the room
Twenty years of experience developing people in demanding environments.
For more than 20 years, Frank has managed, trained, developed, and evaluated people in high-performance settings. His work has included setting standards, building development pathways, training coaches, facilitating learning, and giving direct performance feedback.
ICF Professional Certified Coach (PCC)
20+ years of management, coach education, and facilitation
EQ-i 2.0 and EQ 360 Certified Practitioner
Former National Coaching Chairman, Gymnastics Canada
Who’s running the room
Twenty years of experience developing people in demanding environments.
For more than 20 years, Frank has managed, trained, developed, and evaluated people in high-performance settings. His work has included setting standards, building development pathways, training coaches, facilitating learning, and giving direct performance feedback.
ICF Professional Certified Coach (PCC)
20+ years of management, coach education, and facilitation
EQ-i 2.0 and EQ 360 Certified Practitioner
Former National Coaching Chairman, Gymnastics Canada
