“He’s my manager. Why is he still calling me?”
You promoted your best person. You gave them the title and the salary. Nobody taught them the job.
Our Transformative Leadership and Core Values programme teaches your managers to decide, delegate and hold people to account. Using your real situations, so you get your time back and they get to grow.
This may sting. If your manager brings every decision to you, they may have learned that it’s safest. Maybe they decided something once, you changed it in front of everyone, and they took the lesson.
Most managers in small companies got promoted for being good at something else. They’re excellent salespeople or technicians, with no idea how to tell a colleague of ten years that their work isn’t good enough. So they avoid it, or they do the job themselves, or they call you.
Gallup’s research found that managers account for at least 70% of the variance in employee engagement scores. It’s one of the most expensive jobs in your company, and probably the only one with no training.
What’s theirs to decide, how to do it, and what to do when they get it wrong.
Handing over work and authority, instead of copying the owner’s habit of checking everything.
Telling someone the truth about their work without damaging the relationship.
Short, regular conversations about a few numbers, in place of the yearly dread.
Writing down what your business stands for, then using it to make decisions.
How to bring you a recommendation instead of a problem. You’ll notice this one first.
Managers come back fired up, and the owner overrules them.
They’ll never try again. We work with you on what you’ll let go of, before the first session.
There’s nothing clear to decide against.
We connect the training to written roles and limits, so people know what they can decide.
Our leadership development work covers decision making, delegation, giving feedback, running short reviews, handling conflict and acting from the company’s core values, all using situations from your business. The goal is managers who can run their area without calling the owner.
We quote per batch, based on team size, duration and location. Leadership and team development is included in our Silver and Platinum plans, or you can book it on its own.
Team leads, supervisors and managers, including the ones recently promoted from a technical or sales role. If possible, the owner should sit in for part of it, because managers can’t act on what the owner won’t allow.
Often, yes. Nobody taught them how to manage. They’re still doing the job they were good at and resenting everything else. Sometimes, though, the honest answer is that they were happier selling, and we’ll say that too.
They’re the rules your business lives by when nobody’s checking, such as how you treat a customer who’s wrong. If they’re written down and used, a manager can make a decision you’d agree with, without asking you.
Yes, including leadership training in Kochi, Calicut and Trivandrum. A company with three supervisors needs this as much as one with thirty. It’s often where the owner first gets time back.
“I was the answer to every question in my own company.”
“I thought that was what being a founder meant. Trainova didn’t give me a speech about it. They sat with my team, wrote down how the work should run and who decides what. Now my people come to me with decisions they’ve already made.”
Girish PadoliFounder, BlackBox Learning
“My business was only as big as what I could check myself.”
“In wholesale, one wrong price or one missed follow-up costs real money, so I kept every decision with me. Trainova helped us write down who handles what, and trained the team to do it. I still care about every order. I just don’t have to carry every one of them.”
Arun BabuCEO, Unirun Traders
These businesses opened the door to us anyway.
Tell us your team size and what should change. It goes straight to our WhatsApp, not a call centre.
