Traditional management
development isn't driving
results, we're changing that.
Embed’d delivers bite-sized, easy-to-digest courses paired with robust feedback tools. Designed for long-term impact, our "Accountability-Centered Management" approach ensures skills are truly embedded and drive real results over time.
Why the system is broken
Limited skill retention
Participants struggle to develop deep, lasting skills within the short timeframe of traditional programmes. Skills that require practice and feedback simply can’t be mastered in a few days.
Lack of accountability
There was little to zero accountability for participants to apply what they had learned. Some people attend, enjoy a free lunch, but revert to their old ways afterward.
Poor skill evaluation
Organisations lack robust methods to evaluate skill levels before and after training. Without a clear measure, it’s difficult to track progress or determine the impact of training.
Giving your management team the tools they need to drive performance.
We expect a lot from people who lead teams but rarely do we equip them with the tools they need to consistently drive results from their people.
At Embed'd, we specialise in what we call "Accountability-Centered Management". When we share it with managers and leaders we consistently find they can use these tools to see immediate improvements in both the consistency and quality of results.
What is this all about?
How we drive results
Performance evaluation
We help you build a fair and robust methods for evaluating performance, aided by our unique 360 feedback tools, objective tracking, and skill verification data.
Skill development
Our material is straightforward to implement and designed so managers and leaders can see immediate improvements, while at the same time faced on building deep skill over time.
Embedding
Annual 360s, performance evaluation, drip-fed content, live sessions, blogs, and ongoing skill development through our courses that focus on building one bitesize skill at a time.
Why Accountability-Centered Management?
How often do managers avoid difficult conversations?
They are avoiding them because they don't feel natural to have, giving them the tools and confidence to have them makes all the difference.
How often do managers tolerate underperformance?
The issue can often be that there is under performance in some areas only, the line manager has maybe had a conversation or two and then when nothing changes they just do the work themselves or push work onto more willing team members.
How often do managers assume their people know what good looks like and end up frustrated?
Unclear expectations are one of the biggest failure modes of good accountability - if all they did was do this one thing really well they'd see a significant improvement in performance.
How often do they tolerate
sub-standard work?
Rather than holding people accountable to a clear standard what many of them do is take on more themselves meaning work floats upwards rather than being pushed downwards.
What we cover
With up to 36 months worth of courses, our approach is split learning into bitesize chunks for embedding and deepening of skills and all are certified and signed off by the line manager to verify a skill change:
Level 1 courses are designed to build a strong awareness of "Accountability-Centred Management" which starts with Being Aware and moves to Being Clear, Being Accountable and more - this foundation gives leaders a suite of tools so they can take immediate action to drive results in their team while also making room for them to learn from their mistakes along the way.
Level 2 courses are all split down into "bitesize" chunks where the focus is on deepening skill in one critical area after another. This enables managers to become strong practitioners and being able to demonstrate a level of skill that is being applied in real life to drive results in their teams.
Level 3 is train-the-trainer level of competence, as participants deepen their skills and demonstrate application across various different situations as well as being able to guide others to apply the core principles in real life situations. They have now internalised these skills so they can apply them in an array of different situations to have a direct impact on the consistency and quality of results.
Drip fed content to deepen you and your teams understanding in building emotionally aware and accountable teams. This is critically important to progressively build understanding and skill.
Ready to dive deep into our approach?
3 Easy Steps when working with us
1
Discovery
We spend some time understanding your business challenges and you spend some time understanding the approach and whether it's a fit.
2
Clarity and Process
We make sure it's clear what good looks like for your own teams and we make sure your processes are robust.
3
Develop Skill & Embed
We complete any initial skill development work with managers and leaders before they go on to embed those skills over time.
What are we about?
Tom Manning, founder of Embed'd, is passionate about helping organisations drive results. He created Embed'd to answer the needs of his own clients: how do we embed these tools you've taught us? Clients would often ask: What's next? Embed'd is our answer to that call.
We are innovating not just with content but with delivery as well - the traditional approach to management development just isn't serving us and often organisations pay a lot of money for very little long term change. Not any more!
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What people have said…
Frequently Asked Questions
Want to get in touch?
If you want to book a demo or take a look at one of our micro courses just fill in your details below and we well get in touch. Not ready yet? Just use the drop down and select “keep me in the loop” and we’ll occasionally send out some free content.
