Let's end the theatre of management & leadership training.
We develop your managers and leaders by helping them solve the real problems on their plate.
Our Guarantee
We guarantee your managers move forward on the real problems on their plate. Or we keep supporting them until they do.
Trusted by HR and People teams at organisations in change
6,800+
managers in the LeadersLab community
100+
organisations
71
NPS (industry avg: 32)
94%
of managers follow through on actions committed
Why we exist
The four villains of training.
If traditional management training actually worked, we wouldn't exist. The industry is built to sell content and events, not to fix real problems. Four villains keep it that way. We don't argue with your scepticism. We share it.
Train and Pray
Teach a skill, hope it transfers, pray for improvement.
Managers don't struggle because they've never heard of coaching, feedback or delegation. They struggle because awareness doesn't solve the problem in front of them, and nobody is there when the workshop ends and a manic Monday arrives. No cadence. No accountability. A slow fade back to business as usual.
Our answer → Execution
The Training Pile-On
More frameworks. More models. More work.
Training arrives as an addition to an already overloaded role, not a solution to it. The moment it doesn't help with today's real problems, managers disengage. They don't want to feel like trainees. They want to be trusted to fix the problems in front of them.
Our answer → Real work
The Parachute Expert
“Here's what worked for me. Copy it.”
A single external guru, telling stories from a different company, a different era, with different constraints. Managers spot the disconnect instantly and switch off, while the real expertise inside the organisation never gets used.
Our answer → Community
Make-Believe Metrics
Attendance. Completions. Happy sheets. Who cares.
Training measures activity, not impact. None of it tells a CEO whether performance improved or a problem disappeared. That is why training is first to be cut when budgets tighten: the ROI is invisible.
Our answer → Data
Four villains. Our answer: a Performance Partner embedded in your business, working on your managers' real problems. Leveraging data to identify where to support them, the community to solve those problems, and engineering execution to make taking action unavoidable.
How we do it
Performance Partnering.
Our unique methodology sees us embed a Performance Partner into your communities of managers and leaders with the goal of solving their real problems. They operate with three core principles and one outcome: your managers move forward on the things that matter.
Principle 01
Data
We surface what is actually going on. Diagnostics at the start, insight mid-programme, impact at the end. We do not measure learning. We measure movement.
“We meet your managers on their real workload, not adding to it, to drive engagement.”
Principle 02
Community
Managers learn fastest from each other. We build bridges inside your organisation and across our wider network so they learn from people who have faced the same problem.
“A community people actually want to learn from, not a guru who pretends to know it all.”
Principle 03
Execution
We engineer what happens after the room. Commitments, cadence, peer pressure, Execution Plans and a Performance Partner who is measured on whether your managers act.
“Action is the default, not the hope.”
Data surfaces what to solve. The community works out how. We engineer execution so taking action is unavoidable.
See how we do it in detail →Meet our Performance Partners
Every client gets a dedicated Performance Partner who embeds in the business. Named, accountable, and measured on whether your managers act, not on whether the workshop ran.
George Petrakos
Performance Partner
Danny Leeds
Performance Partner
Deborah Hartung
Performance Partner
Jag Gill
Performance Partner
Ryna Ghazi
Performance Partner
Nazia Fitzpatrick
Performance Partner
Proven impact & evidence
We measure the impact we have on your business.
Every programme is backed by rigorous assessment and continuous measurement. We pride ourselves on a commitment to measuring the impact we have on our clients' business.
9.7%
Average skill increase
Measured by our Manager Strength Index after one year
22%
Increase in manager approval
From their direct reports, via 360 feedback
8.8/10
Workshop score
Average rating across all cohort programmes
71
Net Promoter Score
Rated the leader in management development, even though we don't think it's the point
Net Promoter Score by development provider
Source: independent NPS survey of development providers (Comparably.com). Impact figures collected Q1 2025 from post-programme impact assessments.
And here's what they actually say
Straight from the managers we develop.
As someone who has been through a lot of leadership training where people talk at you, not to you, this is a real step up. The enthusiasm from the team is a game changer, and getting a baseline understanding of where you are as a leader means you can immediately have an impact.
Lee Davis
Head of Field Engineering · Wayve
It's so important we give managers the tools and support they need to truly manage their own teams and develop the people within them, as well as themselves. The masterclasses and community platform are genuinely useful. I'd highly recommend 10X Managers.
Clara Ross-Benham
Head of People · Olsam
I am really excited that we will be carrying on with the 10X Programme in 2025. All workshops were really useful and informative. For me the key takeaway was that I need to be more intentional with my communication.
Eleanor Wilkinson
Fire Risk Assessor · SCAPE
It was genuinely interesting to hear completely different approaches to the same challenges. The session has already changed how I think about delegation, accountability and follow-up.
Victoria Robinson
Partner, Corporate & Commercial · Buckles
The most interactive sessions we've had. Engaging everyone through a combination of chat, group discussion, and breakout groups. Excellent questioning that harnesses experience, with clearly a lot of pre-work in understanding what's been covered before.
Suzanne Coulton
Chief Operations Officer · The INKEY List
A simple session that had a huge impact. It highlighted that growth isn't only about promotion but also about expanding your role horizontally through further development. It's made a significant difference to how I view career progression.
Trudy Franklin-Slattery
Centre Manager · Oxford Innovation
It reminded me that even the best strategy won't land if people don't understand why it's happening. I walked away with a completely different approach to how I communicate change, even small updates.
Mihaela Leon
Payroll & Workforce Data Manager · Nightingale Hammerson
The content struck a great balance between research-based insights, practical best practices, and real-world experience. I found it engaging and thought-provoking, and I left the sessions with actionable ideas I could apply immediately.
Myles Clarke
Marketing Director · Cloud Gateway
Having completed the management programme, I now feel more confident in key areas that drive growth in our team. The focus on communication and consistent feedback was especially valuable. It's been a rewarding experience.
Tryphosa Nkoyai Ikiamba
Sous Chef · The Inn Collection
Direct, focused and engaging. The session reinforced that setting clear goals creates direction, motivation and accountability. I'm now having more frequent check-ins with the layer below my direct reports to make sure strategy is landing.
Sashi Dias Valtz
Chief Commercial Officer · TreasurySpring
And here is what our clients say
Real results, across every kind of organisation.
Where every partnership starts
Start where every Performance Partnership starts. With discovery.
Every partnership begins by finding the real problem. Book a conversation and we will work out which diagnostic makes sense for your managers, and what it would surface. No pitch attached. The discovery is the work.