Good Foundations Manager training – a springboard for success

Our proven launchpad for newly promoted managers and your up-and-coming ‘rockstars’ helps everyone get off to the best possible start.

Organisations we work with

Empowering emerging talent with

essential manager skills

The best time to equip your new managers with the skills they need to help your organisation grow was yesterday.

Every day on the job comes with the potential of learning a new bad habit, with everything from employee conflicts to managing remote workers threatening to derail your potential ‘unicorns’ before they’ve found their wings.

Our Good Foundations Manager programme helps new and emerging managers to fly high without a safety net.

We’ll show your best people how to maximise their Whole Brain PotentialTM and become managers your whole organisation can depend on.

Why neuroscience is your new managers’ best friend

Overseeing a team for the first time is a colossal leap. While some handle it with ease, many don’t. That’s because new managers are being asked to do a whole suite of things they’ve never done before.

And their brains just aren’t wired to do all these things well without being trained well. Or something that focuses on how they cant be expected to have these specific skills that managers actually need until they’ve been trained and practiced them.

Everything that Synaptic Potential does comes back to neuroscience. We use proven techniques, brain hacks and practical scientific insight to help your first-time managers find new ways of thinking and working.

It equips them with the skills they need to get off on the best possible foot.

The session with our heads of functions in Bardney went down really well. I had promised great things to the Board and Amy lived up to expectations by delivering a really interesting, engaging and fun session that teased the group with some of the neuroscience content and caused them to want more. This helped me massively with selling the Hallmarks workshops as part of our 2 year company leadership development strategy.

Laura Grieves-Johnson

Head of People, Jordans Ryvita

Who is this manager skills programme for?

Your newly-promoted managers

Your existing managers who need a ‘refresher’

Your manager ‘team builders’

Give them confidence in all the foundational skills they need to be exceptional.

Career success sometimes comes at the expense of proper training. We’ll close any skills gaps.

Our training programme equips your natural mentors to coach for peak performance.

How your managers will develop as a result of this programme

Our training sessions cover more than a dozen critical skills that help managers set the stage for ongoing success. We cover:


We equip managers with the frameworks, models and tools to adopt a coaching mindset that transforms their approach to leadership – and unlocks the potential of their teams.

People skills

We boost managers’ self-awareness and help them excel in connecting individuals to their unique contributions. This helps managers enhance their influence within the team.


We’ll show your managers how to turn our ‘six keys of engagement’ into weekly routines and foster a culture of enthusiasm and commitment.

Objectives & Delegation

Managers discover new ways to hold team members accountable, master the art of effective delegation, and set crystal-clear objectives.


Our profoundly effective model leverages your manager’s blossoming work environment to foster behaviour change and embed a culture of connection and collaboration.

Diversity & Inclusion

We help demystify these concepts and provide managers with a clear understanding of the benefits they bring to the workplace. We also address unconscious bias and neural diversity.


We transform the way your managers think about feedback, teaching them to frame and treat it as a gift. This helps promote a culture of open communication and mutual growth.

Remote work

This popular module provides managers with tools that enable remote workers to enjoy inclusive, immersive work experiences and maintain high levels of engagement.

Our Good Foundations Manager skills programme also covers in-depth sessions on inclusivity, wellbeing, trust, strategic contributions and building a learning culture.

Our Good Foundations Manager programme in detail

The build-up

The delivery

The follow-up

Click to Expand...

During one or more briefing sessions, we will discuss which of the 13 modules you wish to cover. Some clients mix and match; others prefer the “give us all you’ve got” approach and choose to upskill their managers in one sitting (actually 13 sittings).

All modules have a degree of flexibility built in – meaning we can tailor the messages to your unique circumstances. We may also be able to add additional modules on-demand if you feel there are specific skills that aren’t currently covered.

Click to Expand...

We use behavioural science to make learning and change as easy as possible. 

A module can last as little as two hours, which is ample time to cover the key messages and leave your managers with a wealth of actionable insight.

Equally, we offer half- or full-day sessions, which allow us to cover subjects in greater depth and provide more opportunities for interaction.

Our Good Foundations Manager programme can be delivered in person or virtually and to groups of any size.

Additionally, the programme is available ‘Out of the box’, meaning you run the programme internally at your own pace. All training manuals and 2 x TTT sessions are included.

Click to Expand...

We offer ‘Keeping it Alive’ follow-up options that include videos, cheat sheets, coaching questions and more. These help solidify key learnings.

We also have a range of bespoke solutions that will reinforce the new skills your managers have learned.

Frequently Asked Questions

Discover more about our Good Foundations Manager skills programme


Timing, costs, what to expect, etc.

How much time will this manager skills programme take – and what kind of pre/post session work is there?

We can run programmes in a variety of different ways depending on what you think will work best for your people. One option is to include 1-2 hours of pre work and post work around each session.

Another option is to build content touch points into pre-existing meetings. Another option is to do everything in sessions. We’ve experienced different things working best depending on existing learning cultures and preferences of organisations.

Can we see the content before we sign up?

We can show you examples of our content to help you decide if we’re the right fit. We can also share what would broadly be included in each module. But we also are constantly iterating. If we come across new research, different ways to communicate things or new ways to help people make sustainable changes, then because we’re agile, we include them.

Many organisations also have existing frameworks and ways of doing things that they would like honoured. So, because we work from the raw research and build up from there we can build to include anything that you’re already using and value (so long as it is true, rather than an outdated theory or just a latest fad). 

Can we combine a keynote with a programme?

We’ve found that launching this programme with a keynote works really well. We will always discuss how to engage the different stakeholders from the outset and ensure that this is something they are excited about and believe will work for them.

How much does it cost?

Costs for our Good Foundations Manager skills programme start at around £24,000 and can be in the range of £60-150k for a highly tailored approach. Variations in costs are impacted by how it is delivered, how many facilitators you need, whether we’re doing Train the Trainer sessions, whether you want the ‘Keeping it Alive’ bolt-on programme resources and how much we are redesigning what we’ve used with other organisations to align with existing things you want to honour.


The nuts and bolts of our programme.

Do you record virtual sessions and make them available?

A high trust environment is critical for people development. This reality, combined with the fact that our sessions are structured to be highly interactive and often with breakout sessions, doesn’t typically lend itself to recording sessions.

If an organisation particularly wanted to, and there was strong rationale and transparency and clarity – then we work with you to meet your goals. We have provided videos of the core content previously, which can be one way to meet all objectives.

What is the optimal number of participants to get best results?

Typically, smaller groups enable deeper conversations. So groups of 12-24 tend to work well. However, there are many factors outside group size that impact results also.

Can we just do part of this programme?

Yes. However, we recommend – budget permitting – an all-in-one approach, where we cover all 13 skills modules in one go. We would encourage organisations to think about the actual end results they want, and then work out what is needed for them to get there.

Is this suitable for neurodiverse people?

All our programmes can be suitable for neurodiverse people from multiple perspectives. We believe that each neurodiverse person is unique. Therefore, in order to fully serve them and ensure that we make any additional adaptations, we would love the opportunity to ask them some questions. This can be done in a variety of different ways to ensure they are comfortable with this and can answer in a way that enables us to best serve them. 

If a company said all trainings are suitable for neurodiverse people without first seeking to understand what an individual’s neurodiversity meant in practice for them, we would be confused. This is because if you even took the specific possible trait in Autism of people potentially having some sensory processing differences – these can manifest as hypo or hyper – which means you’d need to be catering for the exact opposite ends of the spectrum, in one training, without understanding which was preferable for individuals. 

So, is everything we do perfect for people who have neurodiverse conditions? No, but are we always keen to have discussions, make adaptations and work with each individual to try to make their experience as easy as possible? Yes.

Are your programmes suitable for someone with mental health challenges?

Given that around 1 in 6 adults suffers from some form of mental health challenge, it makes sense for your development partners to be aware of suitability factors. Our whole team is very aware of different mental health conditions and we are always mindful of how what we’re doing could affect people differently.

We know that each person who has a mental health challenge could be experiencing different symptoms and need different things. There are also some themes and, therefore, things we can do that will be more likely to be beneficial for individuals. The reality is also that many people who could have a diagnosable condition may not have gone down this route. This means that things may come up for them that they experience some confusion around why they may struggle. 

So, while we have a lot of knowledge around mental health conditions and how they can affect someone’s learning experience, we are also a group of compassionate individuals. Within our team, we have people who have personally suffered from mental health challenges, cared for people who have, and treated as medics those who have. 

Having a mental health condition doesn’t preclude someone from joining in any of our programmes. Where someone wants to disclose their individual situation, we always listen carefully and seek to understand and respond if there are things we can do differently to support them.

What makes this different from a university programme?

We have been asked to run ‘expert speaker’ style workshops in university leadership development programmes and MBAs. The credibility of these programmes can be attractive to employees. What organisations who have chosen our programmes over these tell us is that they appreciate the flexibility we can offer, how engaging the process is, that the content is still very credible and evidence-based, but also that with lower overheads – we represent great ROI!

Is there a limit to the number of participants?

As programme designers you will know that it isn’t so much as there are limits to group sizes, only that it impacts the design of the sessions to get the most out of people and best serve them. We will always work with you to work out the best balance of desired outcomes, existing habits and structures that will support embedding of new approaches and budget.

Do you have data protection protocols?

We are not normally handling sensitive data, only very basic personal data (name and email address). However, we do have data protection protocols in place.


How we align with your business – and what you can expect to achieve

Some of our people have been trained a lot, how will this programme be different to what they already know?

One of the great things about basing everything we do in science is that people rarely have heard everything that we share. They are unlikely to know how their brains really work, which forms the foundation of where we start from.

So, while they will liekly have discussed decision making before (for example), they are unlikely to know about the nucleus accumbens and the dopaminergic reward pathway. This novelty is one ingredient we use to keep people engaged. Then we link the science to the practical. This equips them to do things differently to get a better result with their people. 

Our approach to developing people is highly respectful. We acknowledge that many have been doing what they do for a long time, have many good ideas, and have learnt a lot along the way. What we are offering is some additional insights for their consideration to add to what has gone before. They wouldn’t be expected to know what we are sharing, because it probably wasn’t discovered (the research hadn’t been done) when they started their employment journey. 

As we know the science behind how people learn and change we choose to intentionally combine several different forms of learning to meet different objectives. We want them to practically apply what they are learning at each stage, so we like to support challenges (either personal or team based) where the people put things into practice and measure their results. 

So how our development programmes are different is in the content, design and delivery style.

Can this manager skills training align with other things we’re doing internally?

Absolutely. It is vital it does. Too often more and more things are just thrown at people, or stuck on as extras and people end up swamped and having to work too hard just to make sense of all the learning and what you actually want them to do. 

Part of our briefing process with you is to understand what else you already have, what you are signposting to, what your values are and anything else that could be aligned. Then we work with you to spell out those alignments.

Will this programme work virtually? How? Can people interact?

We have run our Good Foundations Manager skills programmes both in person and virtually. It does work virtually. However, there are always things you can do to make sure any virtual programme works better than average. We will guide you through these catalysts. We would recommend there is break out room time and functionality. 

We use the chat function and main room interaction. We also help you work out how relationships will be deepened outside of the ‘training’ times. A lot of the change happens during the day job. So we pay as much attention to that as we do any ‘sessions’.

Get in Touch

Would you like to hear more about how we can help you achieve your leadership and development goals?

Please fill in our contact form and we’ll reply as soon as we can.