10hrs CPD accreditedÂ
For managers who are drowning in other people's problems
You got promoted for solving problems. Nobody taught you how to lead people who have their own.
You've done the leadership course and got the handbook. You know you're supposed to “empower the team.” And you're still fixing everything yourself at 7pm, because nobody ever taught you the one skill leadership actually runs on: how to coach, not rescue.
Sound familiar?
You've already tried to fix this yourself.
01
You went on the leadership course and came back with lots of notes and went straight back to firefighting.
02
You tried a competency framework for your team, so everyone knew what “good management” looked like on paper. It changed nothing about the way people actually work.
03
You ran a session with your team about trust and communication. Everyone agreed it was valuable. Monday morning, you're still the one solving everyone else's problems.
04
You're still the one people queue outside your door for - because it's faster to hand you the problem than to think it through themselves.
If any of that is true, you're not lacking training. You're lacking the one skill none of it taught:
how to coach someone through a problem instead of solving it for them.
THE REAL REASON
Good managers fall into the same trap. It's called rescuing.
You got promoted because you were brilliant at solving problems. Then you were asked to lead a team - and you started solving the team's problems too. Although it feels helpful, it's actually the thing keeping your people dependent, while it exhausts you.
Fixing
“Just send it to me, I'll sort it.” Quick to do the first time but eventually time consuming because team members never learn to solve it themselves.
Advising
"Here's what I'd do." Useful once or twice, but as a habit it teaches people their own judgement can't be trusted.
Rescuing
Taking the responsibility back the moment things get uncomfortable — it prevents the team taking ownership and growing.
"Let me fix this for you." → "Let me help you think this through."
That one shift in language is what builds trust, confidence and ownership. It's teachable — and it's most of what we cover in these two days.
The model
The IMPACT coaching model
Six moves, taught and practised over two days, built from the same trust frameworks behind Fiona Campbell Arrand's book Working with Trust and her experience developing leaders for over 35 years. For the full workshop content - including RAFT, SPLATR, GROW, the Coaching Wheel and the Four Ownership Questions – Click hereÂ
35 yrs
Developing leaders and managers internationally across many sectors
10 hours
CPD, accredited by the CPD Standards Office
1 book
Working with Trust, the frameworks this workshop is built on
"Leadership runs on trust, and trust is earned or lost in ordinary conversations nobody trained you to have. That part is teachable."
- Fiona Campbell Arrand
About your facilitator
Meet Fiona Campbell Arrand
Fiona is the author of the bestselling leadership book Working with Trust, an international speaker, Business Coach and Leadership Development and NLP Trainer with over 35 years' experience helping leaders build trust, strengthen communication and create high-performing, psychologically safe teams.
She is the creator of the Working with Trust Framework™ NLP Leadership Programme and has delivered her work across the UK and Middle East to organisations in government, healthcare, banking, hospitality and industry — helping leaders develop the human skills AI cannot replace.
Questions
Before you book
I've already done leadership training. Why would this be different?
Do I need any coaching background to keep up?
What if I can only attend one of the two days?
Is this mostly theory, or do we actually practise?
What do I walk away with?
Can my company book multiple places?
Two days. Glasgow. Small group.
Give yourself the skill most courses miss.
Places are limited to keep the room small enough to practise in.
Coaching with Impact · Fiona Campbell Arrand · Accredited Provider, CPD Standards Office
