Communication skills training for managers Trained on the process. Now they lead people.
A manager usually earns the job by being good at the work. Then the work changes: the one-on-one, the feedback that has to land, the conversation that keeps getting put off.
This one-day workshop teaches the two skills that work runs on: how to talk so people listen, and how to listen so people talk.
of the managers their own employees ranked in the bottom quarter as listeners rated themselves good or very good.
144 hospitality managers, rated by 827 of their employees. Brownell, 1990
The training covered the process. The conversation was left to chance.
"Communication" is on every review.
It keeps coming up, and it is always too vague to fix.
New managers all the time.
Each one has to earn trust with a team they just met, and do-overs are expensive.
A conversation someone keeps putting off.
It has been months. When they finally have it, it is rarely as hard as they feared.
Behind a closed door.
The one-on-one happens where no one else sees it, so it rarely gets coached.
Two skills, in one day.
How to talk so people listen
- How to get to the point in the first thirty seconds so people follow you and remember what you said
- How to say the hard thing without triggering defensiveness
- How to stop rehearsing in your head and respond to what is actually happening in front of you
How to listen so people talk
- The six listening moves that make a person feel heard in the first two minutes and keep them talking when it gets uncomfortable
- The reflection habit that makes people open up, and how many times to use it before you ask anything
- What to do at the exact moment the other person gets upset, quiet, or defensive
Built around the conversations managers have.
Every exercise is fitted to the people in the room. For managers, that usually means:
The one-on-one
Asking questions that get more than a status update.
Feedback that lands
Saying the hard thing without triggering defensiveness.
The put-off conversation
Finding a way to open it, and having it.
After the day, Heard keeps counting.
Every participant receives a free month of Heard for Meetings™, conversational AI that joins a two-person Zoom, Microsoft Teams or Google Meet call and gives the person who sent it a report on how they listened: their share of the talking, how many of their questions were open, and how often they reflected back what they heard. Managers see the whole team on one page, so they know whom to coach next. Heard is built for coaching, not for performance reviews.
"Forget everything you know about forced team-building, corporate-bonding, hours-long seminars...this session will actually make you a better communicator and strengthen your relationship to your coworkers in a deep, meaningful way."
Minimum 8 people. No cap on the room. Travel billed at cost. Every participant receives a certificate of completion and a free month of Heard for Meetings™.
Tell us your dates and headcount. We'll follow up with a quote.
See all formats and pricesQuestions, answered plainly.
Is this for new managers or experienced ones?
Both. Every exercise is fitted to the people in the room, so a first-time supervisor and a senior leader each work on their own conversations.
How many people can take part?
A minimum of 8 people. There is no cap on the room.
What does it cost?
$299 per person, with a minimum of 8 people, so the smallest day is $2,392. Travel is billed at cost. Tell us your dates and headcount and we will follow up with a quote.
Can Heard be used to rate my managers?
No. Heard is built for coaching. The Heard for Meetings terms bar using any report in decisions about hiring, pay, promotion, discipline or performance ratings.
Bring the workshop to your team.
Tell us your dates and headcount. We'll follow up with a quote.