Give your managers the skills to handle the conversations that affect performance every day
Fierce helps leaders address issues earlier, give useful feedback and create clear accountability through practice with real workplace situations.
For HR, L&D, talent and business leaders investing in their managers' effectiveness.
Susan Scott, Fierce founder, on why the conversations matter (1:52)
When managers avoid the hard conversations, someone else has to have them
What changes for your managers
Built for managers and people leaders who need to give feedback, address performance issues, delegate and hold people accountable. They practice with real situations from their own work.
Issues get addressed earlier
Managers raise a performance issue while it is still small, instead of waiting for HR or a senior leader to step in.
Feedback people can use
Clear, specific feedback in the conversations managers already have every week, so people know what to change.
Clear accountability
Managers delegate with clear expectations and hold people to them. Meetings end with an owner and a date for each action.
Built around your group, not a public class
On the planning call we map what your managers need, then recommend a format.
In person
Facilitated workshops at your site for a management team or a leadership cohort.
Virtual
Live online sessions for distributed teams, with practice between sessions.
Cohort program
A multi-session program for a high-potential group, with practice on real conversations.
"We highlight a lot of our training programs and why it matters for people to take the time to engage. And I think when people see that the leadership is supporting this process and they see the end results, people are starting to say, 'yeah, I want to do that, too'."
Allyson Saccomandi, the director of leadership, organizational development, engagement and performance at Temple Health
Recommending Fierce to your leadership team?
Most programs are researched by an L&D manager, HR business partner or department leader, then approved by someone else. Here is what that person will want to know.
- The problem it solves: issues that sit too long, unclear expectations, and HR or senior leaders pulled in to fix them.
- Who takes part: your managers and people leaders, as a group.
- What changes: earlier conversations, useful feedback and clear accountability, practiced on your own workplace situations.
- Proof: 2.5 million leaders trained over 25+ years.
On the planning call, your advisor helps you put this into a short summary you can share with whoever approves the investment.
Plan your managers' program
A 20-minute call with a leadership training advisor. You'll leave with a recommended format for your group.
- Tell us who you're developing.
- Pick a time that suits you.
- Get a recommended program for your managers.
Prefer to read first?
Download the program overview: formats, session outline and typical group sizes. No call needed.
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Plan your managers' program
Tell us a little about you. Next you'll pick a time.
Next: pick a time on the calendar. Your details carry over, so you won't type them twice.
Questions buyers ask
What HR, L&D and business leaders usually want to know before planning a program.
Do you offer individual classes?
Our programs are built for organizations developing a group of managers. If you're looking for yourself, see our on-demand options.
How many people can join?
Programs are built for your group, from a single management team to a larger leadership cohort. On the planning call, your advisor recommends a group size based on how many managers you're developing and the format that suits them.
In person or virtual?
Both. We recommend a format on the planning call, based on where your managers are and how they work.
How do I explain the value to the person approving it?
Book the planning call. Your advisor helps you summarize the problem, who takes part, the expected change and the format, so you can share it internally.
How long does a program run?
It depends on the format: a facilitated workshop, a series of live virtual sessions, or a multi-session cohort program with practice between sessions. Your advisor recommends a length on the planning call that fits your managers' schedules.