A 6-hour individual workshop within a programme spanning several weeks. Allow 8 to 10 manager hours, including preparation, plus team conversations. A review follows after 90 days. Support between sessions is defined in the proposal.
Bespoke learning programmes that turn learning into action. Talantlers supports businesses, institutions and training providers. We design learning journeys, develop content and coordinate delivery. Clear objectives, active learning and tools ready to use. Expertise informed by our consulting and coaching work with leaders and teams. In French and English, in person, online or in a blended format.
Line managers, team leaders, heads of department and specialists moving into management, across all sectors. Designed for a manager leading a team of up to 10 people who wants to clarify expectations, improve feedback and develop team members. Suitable both for a new management role and for reviewing how an established team is managed.
Participants must lead a team of up to 10 people and be able to work on real management situations. Before the workshop, they complete preparation templates covering expectations, tasks and team members, together with the AssessFirst questionnaires specified in the programme.
By the end of the programme, participants will be able to:
To help a team develop, managers need to explain what they expect and provide feedback that reflects those expectations. Atomic Leader Flash Program supports managers in clarifying this framework and putting it into practice with their team.
The programme follows eight steps, with a 6-hour individual workshop bringing together the manager and coach.
1. Agree objectives and success criteria
Define the situations to improve, the desired outcomes and the schedule. Connect the programme to existing HR practices, including responsibility levels, the review cycle and information-sharing rules. Provide the manager with preparation templates.
2. Prepare an initial view of the team
Document expectations by level, tasks, delegation arrangements and the manager’s assessment of each team member. The manager’s AssessFirst profile provides additional insight into their preferences and approach to their role.
3. Make the key decisions during the 6-hour workshop
Work with the coach on technical, interpersonal, business and managerial standards. Structure the People Review, examine differences between the manager’s assessments and the feedback already shared, then define development priorities and adjustments to the manager’s approach.
4. Produce the working materials
Document expectations and team organisation in a framework that can be shared with the team. Prepare a confidential document for the manager containing the People Review and the feedback and development actions planned for each person.
5. Prepare the team presentation and individual conversations
Prepare the team launch, messages for each person and sensitive conversations. The coach supports the preparation or participates in delivery, as agreed.
6. Introduce the framework and start the conversations
The manager presents the shared expectations to the team, then meets each team member to discuss expectations, feedback and development actions.
7. Support implementation
Address situations arising during implementation and prepare conversations that require additional support. The coach’s involvement remains within the support allowance defined in the proposal.
8. Review progress after 90 days
Review four areas: confidence in the management role, quality of decisions, consistency of feedback and development actions under way. Identify the adjustments needed to keep the framework useful over time.
Guided preparation, AssessFirst insights and a 6-hour individual workshop with a coach. Work on the manager’s real team, co-create standards and prepare conversations. Apply learning at work, with agreed support and a review after 90 days.
A review after 90 days assesses four areas: confidence in the management role, quality of decisions, consistency of feedback and development actions under way. The manager and coach review application at work and agree any adjustments.
A certificate of attendance is issued by TALANTLERS upon completion of the programme.
Preparation templates, expectations by responsibility level, team organisation and delegation, a confidential People Review and development plan, team presentation materials and messages for individual conversations.
A tailored in-house programme for one manager and their team of up to 10 people. The 6-hour workshop brings together the manager and coach. The manager then introduces the framework to the team and conducts individual conversations, with the agreed coaching support.
Available in Luxembourg, in French or English. Scoping confirms objectives, timing, delivery arrangements and alignment with existing HR practices.
The People Review remains confidential and is retained by the manager. Any information shared with HR is agreed during scoping.
The proposal specifies the assessments, materials and support included. Support between sessions is provided within the agreed allowance. A review after 90 days covers progress and any adjustments needed.
ATOMIC LEADER FLASH PROGRAM: SET THE STANDARDS
Expectations that remain unspoken are difficult to uphold. Feedback that does not reflect a manager’s assessment can create misunderstanding. The Flash Program helps managers make expectations explicit and prepare the conversations needed to develop their team.
WORK ON YOUR OWN TEAM
The programme starts with the responsibilities, contributions and situations you encounter in your role. The workshop gives you space to step back with a coach, clarify your decisions and prepare to put them into practice.
MATERIALS YOU CAN USE DIRECTLY
You leave with a shared framework to present to the team, clearer working arrangements and prepared messages for individual conversations. The People Review and each person’s development priorities remain in a confidential document for the manager.
SUPPORT THROUGH IMPLEMENTATION
The programme includes preparation for the team launch and a review after 90 days. Coaching support between sessions is defined in the proposal, according to the situations to address and the level of support agreed.
ALIGNED WITH YOUR HR ENVIRONMENT
Responsibility levels, performance review practices and confidentiality requirements are considered during scoping. The manager retains ownership of expectations and conversations with team members.
YOUR CONTACT
Romain TISNE, founder of Talantlers and co-founder of WeAre Trainers, is your contact for scoping the programme. TALANTLERS, an approved training provider in Luxembourg, coordinates delivery.
