For Managers & Leaders

The conversations managers avoid are expensive.

The cost of avoiding a difficult conversation is usually higher than having it. Human coaching supports feedback, performance issues, conflict, tricky conversations, redundancies and other high-stakes conversations.

So they walk in with clarity and care.

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Used by 400+ organisations to handle hard chats well

The moments coaching helps with

Honest performance feedback

When the real answer is "you need to do better" - and it needs to land without breaking trust.
Redundancies & restructures

Telling a long-serving colleague their role is being removed, with the care it deserves.
Pushing back on senior leaders

Holding your ground when a senior leader is making the wrong call.
Conflict between team members

Navigating the conversation without taking sides or letting it fester.

Loved by managers at

When managers don't deliver timely feedback, problems develop and grow.

Performance reviews where the honest answer is “you need to do better”. Telling a long-serving colleague their role is being removed. Telling someone who is well liked that they need to step up. Giving real feedback to someone you also need to keep motivated. Pushing back on a senior leader who’s making the wrong call. Telling a direct report, again, that their work isn’t good enough.

These are the moments where management actually happens. They’re also the moments most managers avoid, because they don’t have anyone to think them through with first.

"I found my session with Andrew really helpful. He boosted my confidence for a tricky conversation with a couple of my teammates and introduced the drama triangle theory, which was insightful. I need to book more sessions! Thank you"

Zinc team member

"Lina is exceptional in facilitating internal and systemic conflict. Something that is going a long way in helping me understand what needs to be done to build relationships and manage sticky conversations."

Blue Ventures team member

"Sian took the time to truly understand my situation and guided me in exploring ways to navigate the conflict I'm currently facing. Her calm and thoughtful approach has been incredibly helpful, giving me clarity and leaving me feeling much better prepared."

Oddbox team member

"Alan has a great way of reflecting things back in a way that really makes sense and helps you see clearly what needs to be done to improve a situation. He supported me in identifying practical ways to handle situations where I struggle with confrontation, and gave me the tools to approach these moments with more confidence."

Valstro team member

Why managers can’t talk to anyone else about them.

Bosses have stakes. Peers have politics. Direct reports can’t be confided in. The People team can’t always be the advisor. A coach is the only person in a manager’s working life who is fully focused on helping them figure it out, with no other agenda.

That’s what makes coaching work for hard conversations. Not advice. Not scripts. A thinking partner who helps the manager rehearse, pressure-test and walk into the room with clarity.

They leave with their own answer - and the confidence to use it.

What's included

Coaching, masterclasses, and the continuity to make it stick.

Unlimited 1:1 coaching

Sessions with qualified coaches. No session limits, no rationing, no waiting weeks for a booking.

Monthly masterclasses

Workshops on the specific skills these moments demand - feedback, conflict, performance conversations.

Learning meets real life

Connect what’s learned in masterclasses directly to the live situations your managers are navigating.

Coach continuity

Managers can stay with the same coach across multiple conversations, so context and trust build over time.

Before, during, after

Many managers use coaching twice around a hard chat - once to rehearse, once to debrief and learn.

Masterclass topics

Having Difficult Conversations Giving Effective Feedback Talking Like a Leader Active Listening Managing Conflict Performance Conversations

How it works

Rehearse before. Debrief after. Lead in between.

Book when you need it

Managers book a session the moment a hard conversation appears on the horizon. No waiting list.

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Think it through

Coaches don’t tell them what to say. They ask the questions that help the manager find their own answer.

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Debrief and grow

After the conversation, come back to reflect on what worked, what didn’t, and what to carry forward.

The outcome

Challenges addressed before they grow and cost the business.

Managers

Deliver feedback earlier
Handle conflict directly
Address underperformance faster
Avoid fewer difficult conversations

Teams

Experience clearer expectations
Resolve issues sooner
Build more trust
Continually grow and develop

Organisations

Reduce performance drift
Improve accountability
Strengthen management quality
Reduce unnecessary escalation + costs

Frequently asked questions.

How fast can a manager get a coaching session before a difficult conversation?

Most coaching sessions are bookable within 48 hours of need. If your manager has a hard conversation coming up they can book their favourite coach, or pick a time that’s convenient to them.

Do coaches give advice on what to say?

No. Coaches help managers think through the situation, clarify what they actually want to achieve, and rehearse how they want to show up. Managers leave with their own answer, not a script. That’s what makes the behaviour change stick.

Can the same coach support a manager across multiple conversations?

Yes, and most managers prefer it. Continuity helps. Coaches build context on the team, the relationships and the wider situation, so each session goes deeper than the last.

What kinds of conversations do managers most often bring to coaching?

The most common are performance feedback, redundancy and restructure conversations, conflict between team members, pushing back on senior leaders, managing underperformance, and giving honest feedback to high performers without demotivating them.

Is this just for senior managers or for any people leader?

Any people leader. First-time managers often need this support most because they’ve never had these conversations before. Senior leaders need it because the conversations get harder, not easier, with seniority. It’s also invaluable for your high-potentials or leadership pipeline.

See if More Happi works for your team.

A 20-minute chat to walk through how coaching supports managers through their hardest conversations - and what it'd look like at your company.

Book a chat

No pitches, no pressure. Just a conversation to see if More Happi works for your team.