This program empowers managers to be fully engaged
and have the necessary motivation and skills to deliver your firm’s full potential.

Paul Shrimpling

The
Remarkable
Manager
Programme

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Key question, key outcomes...

Could your managers be more skillful, more engaged or more motivated to deliver a better result for your firm?

When your firm’s manager skills and motivation improve, your people’s capabilities and processes improve. As a result client loyalty improves, speed and quality of work also improves, which ultimately improves results for your firm.

Build manager KNOWLEDGE, build SKILL and good manager HABITS, plus build KPI accountability and your managers improve their capabilities, improve their team’s performance and improve your firm’s performance.

Where do you start?

You already have your CPD working across your firm to improve your team’s technical knowledge.

What about the ‘human skills’ of your managers? It’s these human skills that ultimately determine how well your team capabilities and outputs improve and deliver...

The financial payoff you seek

You achieve a return on investment from manager development when your managers actively:

  • Build team engagement and build fees per full time employee equivalent
  • Improve processes for better job efficiency
  • Improve your team’s sense of fairness and psychological safety to build greater team commitment
  • Build a sense of achievement and a desire to achieve more
  • Build and maintain a sense of camaraderie so people want to stay and good people want to join your firm

Ultimately, when managers are more effective, your firm will produce more work, at a higher standard and in a more timely (faster) way. And, as a result, build client loyalty, drive up your firm’s fees per full time employee equivalent which will drive an improvement in your profitability.

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Testimonials

Andy has changed beyond all recognition. He stepped up to the challenge in a difficult situation with a team member unprompted, and helped resolve the situation. Michelle has also embraced her ownership and responsibility to encourage others to better use the workflow management technology that’s improved the flow of tax returns and accounts production.

– John Hillier, Condy Mathias

The Remarkable Manager Programme builds skill and motivation over 24 months...

Here’s what you can expect from the first 3 sessions of The Remarkable Manager Programme in year one:

  • Responsibility, expectations and goals – being clear on what managers are responsible ‘for’ and who they are responsible ‘to’ kick-starts a realisation about how great managers think, believe and behave, and builds a culture of responsibility and ownership. This then directly impacts on their attitude and approach with your people, their use of time, their working to priorities and delivering great work, on-time, consistently.
  • Communication success every day – multiple interactions happen every day across your firm between managers and your wider team – every interaction sets the cultural tone and levels of team engagement. The skill of managing successful 1-to-1 communication with team members and also managing team interactions well is the core skill of every manager. When 1-to-1 and team interactions go well, people and process improvements are achievable, better results follow.
  • Self-awareness builds trust – any manager/leader must understand themselves before they can understand anyone else in their team. Being clear on their own strengths and shortcomings means they are better placed to avoid misunderstandings and better understand how to help their team and the firm succeed.

By the end of year one your managers will be demonstrating a better way of working with their team, their senior leaders and clients. Tangible differences and improvements in performance will be recognisable. And in year two...

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Testimonials

Nick has stood out because his organisation and use of time is transformed. He has set the standard for getting jobs finished on time every time he’s involved.

– Marie Pegram, UHY East

  • Problem resolution – problem-solving skills improve outcomes. Whether a manager experiences a personal problem with a team member, a team-wide problem, an operational problem derailing results, or a client problem challenging the reputation of the firm, problem-solving managers help your firm succeed.
  • Standards set the scene for improvement – to improve the speed of work, the quality of work, the efficiency of work, and all in a way that clients value what you do more, is the sign of a good manager. The skill of establishing working standards sets up individuals, teams and the whole firm for making improvements.
  • Values and behaviour standards – every team, every department, every firm has a set of values and behavioural standards that drive the culture (habits) of their team and their firm. Making sure these fundamentals of leadership set the standards and influence manager behaviour helps build a sense of belonging, camaraderie and authenticity as well as performance. Values and behaviours also provide the framework for manager skills-building and accountability.

The programme is delivered through a blend of roundtable exercise-driven learning that builds manager skill and manager motivation. Each session will have the managers doing much of the work rather than the facilitators, so that skills are enhanced at every workshop. The follow-up Teams sessions further enhance manager knowledge, implementation and results.

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Improve your firm’s Fees per Full Time Employee
Equivalent (FFTEE)

Work out your number of full-time equivalent employees (eg 5 x 4-day-week people are the equivalent of 4 FTEE). Then divide your firm’s or your team’s total fees by your FTEE.

We work with firms with FFTEE from £65K up to £160K with some pursuing more than £200K.
How does your firm’s current FFTEE stack up?
What do you want it to be?

The leadership and management of the firm are responsible for improving your firm’s FFTEE through improving your people and processes.

You start to improve your results when you invest in manager knowledge, skills and habits.

– Marie Pegram, UHY East

Key question, key outcomes...

Throughout The Remarkable Manager Programme your team will be hard-wiring the use of frameworks to use as their tools of their trade as managers, just as a surgeon uses a scalpel and needle-holder. Every session will build skills around simple learning frameworks they can use and refer to time and time again. Knowing how to use manager frameworks is at the core of manager skills and habit development to nurture real change and real improvements in results.

IMPORTANT: Every session is designed to help managers put their new-found insights to work immediately after each workshop – manager frameworks, like all good tools, help build good manager skills and habits.

Keeping it personal...

A minimum of 8 and a maximum of 12 managers make the programme intimate enough for everyone to see and feel the progress at every session.

4 outcomes demonstrate the programme’s value for your firm:
  1. Increase the pride and enjoyment (less stress) of working in your firm and you reduce team churn and build team engagement, making recruiting good people easier – investing in manager knowledge and
    skills enables this
  2. Because your managers are better at engaging the wider team you improve job quality, timing and client care. This strengthens your firm’s competitive advantage through this deeper client focus
  3. Because more work gets done to a higher standard with the same team you improve your firm’s fees per full time employee equivalent (and profitability)
  4. Because managers better understand their responsibilities to team, clients and firm-wide KPIs you build a more commercial manager group that helps build profitability, cash generation and capital value too
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The 24 Month Programme

3 senior leadership check-ins during the 24 months
1-2-1 support sessions if requested

Months 1 to 12

Months 13 to 24

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What does the time commitment look like for your managers?

Spread over a 24-month calendar your manager group will experience the following:

  • 6 x 1-day workshops at a convenient location – on-site or off-site – 3 each year. A modest amount of time will need to be allocated for preparation work in advance of each session.  Outcomes of each session will also involve briefing one or more senior leadership team members on content, outcomes, KPIs and commitments to help support the programme
  • 6 x 90-minute follow-up group zoom support sessions within 1 month of each workshop to ensure follow-through on the workshop
    commitments. We may ask for an additional group zoom support call if more follow-through is needed
  • Peer review and next-steps sessions between every workshop and group zoom support session by your managers. These help ensure the learning is put to good use by your managers and ensures every group zoom support session is of maximum value. This process also builds greater responsibility and ownership across your manager group independently of this programme.
  • A series of 1-to-1 support sessions to suit your firm’s specific ambitions and needs for the individual managers (for example: as many as 4 x 1-to-1 sessions per year or as little as 1 per manager each year)
  • 3 x senior leadership check-ins during the programme to ensure we have strong-enough connections and support from the senior leadership team through to the managers
  • A resource library of ‘Business Breakthrough’ insights your managers can use and share with others (team-members and clients) branded for your firm and to each manager
Your investment...

The program costs from £250 per manager per month for 24 months (from £3,000 per manager per year). The price varies depending on the number of managers attending and your chosen number of 1-to-1 support sessions.
You can opt for a programme specific for your firm or ask your managers to apply for the next scheduled open programme.

Peace of mind guarantee...

We are committed to this money-back guarantee because it’s vital that we are accountable for results, not just training activities. This also means we will be serious about the accountability and support for your manager group.
IMPORTANT: We may ask a manager to leave the programme if the follow-up action commitments repeatedly fail to happen.

If at any time you feel that the programme is not meeting your needs, then you can stop and receive up to 12 months of the fees paid back in full. This means you can start with confidence knowing that, if at any time you or your managers are concerned about the value your firm receives, you can call an end to the programme and ask for a refund.

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FAQ
  • Is this an open or closed programme? – if you have 8 to 12 managers or more you may want to consider a closed programme for your managers only. If you have fewer than 8 managers you can ask them to join the next open version of the programme with managers from other firms.
  • Managers leave and managers start – how do you accommodate managers joining part-way through? New managers coming into a programme that’s part way through works fine as we treat each session as a standalone piece (although we reference previous content). We’d encourage them to join a suitable open programme to get the other
    elements of the learning and skills development that they’ve missed.
  • What happens if a manager leaves our firm? If a manager on the programme leaves your firm, we will naturally reduce your monthly payment going forward. Or you can add another manager to the group.
  • How do we ensure that every manager gets value from the programme? Because the programme is focused on building skills and habits and installing KPIs to show progress, you will be able to see, experience and measure their progress starting from session 1
  • Can we specify a different running order of the programme to suit our firm’s specific needs? For a closed programme unique to your firm yes you can, although we’d like to talk this through to ensure we’re working together in the best way possible
  • Can’t we compress the programme into 12 months? Yes you could but your managers would be overloaded with skill improvements and still  need to do their day job
Next steps...
  1. Set up an expectations and outcomes Zoom call to agree on key areas of focus and to better understand The Remarkable Manager Programme
  2. Agree who from your manager team and at least 1 from the senior leadership team will be involved
  3. Agree a start date and schedule pre-work for the managers’ first session
    on Responsibility, expectations and goals

Please click the Contact Us button and fill the form to set up a no-obligation expectations and outcomes call to discuss your needs and whether this programme suits your firm.

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The
Remarkable
Manager
Programme

Learn how The Remarkable Manager Programme can help you business

To enquire more about how the Remarkable Managers Program can work in your firm get in touch here with any questions and Doug or Paul will be in touch.

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