Request the service you need.
Use the request link on the relevant service card. Share your goals, current materials, workforce size, and desired timing.
Discuss your project →Wichita and remote HR consulting
Leadership Development and Manager Coaching
Help supervisors communicate, coach, document, and lead more consistently.
Discuss your needsLeadership development
Strengthen the people responsible for leading the workforce.
Practical development for new and experienced managers who need stronger tools for communication, coaching, conflict, documentation, and accountability.
Individual Manager Coaching
$200 per sessionOne 60-minute coaching session focused on a management challenge, with written action steps.
Request this service →Supervisor Fundamentals Training
$750 - $1,500A practical group session on setting expectations, coaching, documentation, and follow-through.
Request this service →Difficult Conversations Workshop
$750 - $1,500A facilitated group workshop with practical conversation tools and exercises.
Request this service →Coaching Skills Workshop
$1,250A group workshop on feedback, coaching conversations, and follow-through.
Request this service →Accountability Leadership Workshop
$1,250A group workshop on clear expectations, ownership, and consistent management practices.
Request this service →Conflict Resolution Workshop
$1,250A group workshop on responding to workplace conflict and navigating difficult interactions.
Request this service →New Manager Academy
$5,000 - $12,000A sequenced development program for new managers; sessions, participants, and deliverables are agreed in scope.
Request this service →Leadership Development Series
$10,000 - $20,000A coordinated series of leadership sessions tailored to agreed organizational priorities.
Request this service →Translate training into a management habit
Choose individual coaching for a specific management challenge. Choose a group workshop when several supervisors need the same skill. A broader academy or series can build a sequence of practice, feedback, and follow-through.
Before the session, agree on audience, duration, preparation, learning objectives, and outputs. Examples should match the responsibilities managers actually hold.
- Practice a realistic conversation rather than only presenting slides.
- Provide a tool or action plan for the next management task.
- Name the internal person who checks whether the practice is used.
Use the documentation guide and human leadership framework to identify useful starting topics.
A clear scope before work begins
We confirm your workforce, locations, current materials, desired outcomes, and decision-maker before recommending a project. Your written proposal defines the deliverables, included revisions or sessions, responsibilities, schedule, and fees. Published prices are starting points or anticipated ranges.
Wichita-area in-person work and remote delivery are agreed in scope. The employer approves policies and retains employment decisions. Legal interpretation and legal review are separate.
Need help identifying priorities? Explore the $1,500 HR and Workforce Infrastructure Assessment. If your need is already defined, request a focused project directly.
Request a consultationWhere to get started
Your next step, made simple.
Start with an assessment.
The $1,500 HR and Workforce Infrastructure Assessment identifies gaps and produces a prioritized roadmap before a larger engagement.
Explore the assessment →Review your written proposal.
Confirm deliverables, quantities, revisions, responsibilities, schedule, and fees before work begins.
Request a consultation →Relevant leadership experience
Training grounded in daily manager responsibilities
Prior manager training covered coaching, employee development, performance conversations, corrective action, investigations, and HRIS use. Those examples connect leadership learning to the work supervisors actually perform.
These examples come from the founder’s prior employed leadership roles, rather than Holt client engagements. Reported outcomes reflect wider implementation and operating conditions; future results vary.
Read the context and work behind these examples →Questions before you begin
Leadership Development and Manager Coaching FAQs
Should we choose individual coaching or a group workshop?
Choose individual coaching for a specific manager challenge. Choose a group workshop when supervisors need a shared skill such as feedback, difficult conversations, documentation, or accountability. A manager academy provides a broader sequence of development.
What does a $200 manager-coaching session include?
One 60-minute session focused on a management challenge, with written action steps. Additional sessions or ongoing coaching are separately agreed.
Can workshops use examples from our workplace?
Yes. Learning objectives and practical exercises can be tailored to the managers’ actual responsibilities and agreed organizational priorities. Preparation, participant numbers, duration, and materials are confirmed in the scope.
Can you provide a development program for new supervisors?
Yes. The New Manager Academy is $5,000–$12,000 for a sequenced program. Sessions, participants, learning objectives, practical tools, and follow-through responsibilities are agreed before delivery.
How do we carry the training into daily management?
Each engagement should identify a tool, practice, or action plan managers can use after the session. Leadership assigns an internal person to check application; additional coaching or follow-up sessions are included only when scoped.
Build development around actual manager decisions
Choose the decisions managers need to handle better: expectations, delegation, feedback, documentation, conflict, or escalation. Training introduces practice; coaching supports application to an agreed development goal.
Responsibilities and scope
Define participant count, session duration, learning objectives, scenarios, materials, and follow-up. Leadership must reinforce expectations after the session. Individual employee case management is a separate scope.
What useful progress looks like
Review observable behavior such as completed check-ins, clearer documentation, better escalation, and agreed follow-through. Attendance and satisfaction are useful but incomplete measures.
Wichita-area onsite delivery and remote Kansas support are agreed for the project. Delivery options · Planning resources
Let’s build the right scope
Start with the workforce challenge you want to solve.
Tell us where your organization needs support. We’ll identify a focused next step.
Free introductory conversation · No obligation
Leadership Development and Manager Coaching
Discuss your needsNot sure? Explore the assessment →