High Impact Manager training – rocket fuel for your future leaders

Our High Impact Manager training programme helps your top professionals be their best today – and ready for leadership tomorrow. It’s your insurance policy for boardroom shake-ups and unforeseen events.

Organisations we work with

Safeguarding your organisation for the long term

Future-focused people professionals know their managers are the eyes and ears of the business. Supporting and developing them is the best way to ensure robust contingency for whatever lies in store.

However, your managers’ progress is often neglected because they are mired in the day-to-day of keeping everything running.

Our High Impact Manager training programme helps HR and L&D teams nurture their best managers, so they become the best they can be today.

It also ensures that they will be ready to step up when you’re ready to promote the leaders of tomorrow.

A powerful management training programme anchored in neuroscience

Our High Impact Manager programme is the answer if any of this sounds familiar:

  • Your managers don’t perform at the level they’re capable of for sustained periods of time.
  • There’s a lack of feedback culture – so your best managers aren’t developing as well as they could.
  • ‘Continuous learning’ is more of a dream than a reality.
  • Your managers complain about lack of time.
  • Siloed working stops great ideas from being shared and stifles productivity.

As with all Synaptic Potential training, our High Impact Manager programme helps your most promising people tap into their Whole Brain Potential.

It utilises our Hallmarks of High Performance framework to help them improve communication and decision-making, adapt to change and much more.

Hallmarks of High Performance was developed by Synaptic Potential founder Amy Brann in conjunction with an amazing team (phD neuroscientist, senior leadership expert, behavioural scientists). 

It bundles together the key competencies managers need today to improve their performance according to the neural networks that underpin them.

Addressing single neural networks at a time, the Hallmarks framework allows your managers to accelerate multiple skills at once.

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Who is this management training programme for?

Your valued line managers

Your senior management heavyweights

Your new management superstars

Our training is 100% sector agnostic and has been delivered to everyone from tech teams to FMCG.

High Impact Manager will fuel the growth of your reliable senior performers.

Get ready to unleash the leadership potential of your emerging top talent.

How your managers will develop as a result of this programme

Our programmes are designed to bring out multiple new leadership skills and qualities.

Your managers will become:

Better communicators

Our training helps managers build stronger, more cohesive teams through improved understanding of team dynamics and interpersonal skills.

Sharper decision-makers

We’ll help them learn how to make better, data-driven decisions, improving organisational outcomes and efficiency.

More connected to their teams

They will build highly productive teams, networks and working relationships to achieve shared goals and capitalise on the power of collective thought and action.

Better leaders

Managers discover how to set clear goals, provide constructive feedback and manage performance effectively, driving team and individual success.

More focused

Personal growth, job satisfaction and career advancement are nurtured through continuous learning and development.

Comfortable with change

Your managers will become better prepared to lead through organisational changes and adapt to new challenges with greater flexibility.

Our High Impact Manager programme in detail

The build-up

The delivery

The follow-up

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Our Hallmarks of High Performance is a flexible framework that can be adapted to your business and your managers’ specific challenges.

A series of briefing sessions will help us make sure the High Impact Manager is aligned with your needs.

Before our programme begins, initial onboarding activities ensure that everyone is clear about the value they will receive.

This programme is built from the same research that powers the Hallmarks for High Potential which fuels the Optimisign Leadership programme. The two are tailored specifically for the target audience roles and responsibilities.

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

This management training programme is split into 8 modules that each focus on a different Hallmark of High Performance. Each of these can be delivered in a concise version lasting around two hours.

Alternatively, we have plenty of material for each Hallmark to be covered over one or two days – which also provides ample time for hands-on exercises.

Our High Impact Manager programme can be delivered in person or virtually and to groups of any size. Smaller groups will experience more interactivity.

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.

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Our ‘Keeping it Alive’ solution includes videos, cheat sheets, coaching questions and more. It helps reinforce key learnings long-term.

We also have a range of bespoke solutions that will cement what your managers have learned.

Frequently asked questions

Discover more about our High Impact Manager management training programme


Timing, costs, what to expect, etc.

How much time will it take – and what level 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?

It works really well to launch programmes with a keynote. 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 High Impact Manager management training 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 the programme?

Occasionally, we have been asked if an organisation could just do a couple of modules as stand alone workshops. This might be possible under certain circumstances, however, when you understand how the content all links together, you see that the most value is certainly achieved when you take people through all the modules of a programme. They work together to support one another. So, we’d 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 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 have discussed decision making before, 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 it 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 the development programmes work virtually? How? Can they interact?

We have run all 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?

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