People Management learning path | 3by3Grid
Enabling high-performing teams through effective leadership, coaching, and talent development. Includes performance management, feedback, recruitment, onboarding, succession planning, employee engagement, and difficult conversations.
Concepts
- 360 Degree Feedback: Build Self-Aware and High Performing Managers 360 degree feedback helps managers and organisations identify blind spots in leadership behaviour by gathering structured input from multiple stakeholders, enabling more accurate performance conversa…
- 70-20-10 Model: Structure Your Team's Development Effort The 70-20-10 model helps managers and employees move beyond over-reliance on formal training by deliberately allocating development effort across on-the-job experience, social learning, and structure…
- 9-Box Talent Grid: Map Performance and Potential The 9-box talent grid helps managers make deliberate decisions about where to invest development resource and which individuals to prioritise for succession, by mapping employees on current performan…
- AID Model: Give Structured Feedback That Sticks The AID Model helps managers deliver specific, evidence-based feedback focused on observable behaviour rather than personality, making it easier to have productive performance and development convers…
- Career Development Plans: Shaping Future Leaders with Actionable Growth Paths Career Development Plans turn insights from one-on-one conversations into actionable growth paths, helping managers guide employees toward meaningful long-term development and organizational impact.
- CLEAR Model: Structured Coaching Conversations to Drive Performance The CLEAR model helps managers run structured coaching conversations that move from early exploration to agreed actions, so performance blockers become clear steps forward rather than ongoing frustra…
- Competency Framework: Define Performance Expectations at Every Level A competency framework gives managers a shared, observable definition of what good performance looks like at each level of a role, so that hiring, development and promotion decisions become consisten…
- Engagement Surveys: Building Stronger Teams Through Better Data Employee engagement surveys give managers a structured, repeatable way to surface hidden dissatisfaction, identify retention risks, and generate the team-level data needed to make confident people de…
- Feedforward: Turning Future-Focused Feedback into Growth When development conversations stall in defensiveness and past mistakes, the feedforward technique gives managers a structured way to redirect those conversations toward specific, future-focused sugg…
- How to Use Emotional Intelligence Assessments to Lead Better Emotional intelligence assessment helps managers identify gaps in self-awareness, empathy, and interpersonal effectiveness that quietly undermine team performance, trust, and leadership credibility.
- Mentoring Programs: Boosting Skills, Engagement, and Retention A structured mentoring program helps managers develop talent, strengthen team engagement, and accelerate career growth while reducing knowledge gaps.
- One-on-Ones: A Practical Framework to Drive Performance and Trust Regular one-on-one meetings give managers a structured, recurring mechanism to catch performance issues early, develop individuals intentionally, and build the kind of trust that keeps capable people…
- OSCAR Model: Coaching to Build Ownership and Accountability The OSCAR model helps managers run structured coaching conversations that clarify goals, uncover obstacles, and guide employees toward accountable action.
- Performance Reviews: Turning Annual Conversations into Meaningful Progress Performance reviews help managers create clarity, align expectations, and tackle performance or development issues before they become business risks.
- Radical Candor: How to Speak Honestly Without Losing Trust Radical Candor helps managers build stronger teams by combining direct, honest feedback with genuine personal care, improving trust, accountability, and performance.
- Situational Leadership Model: Match Your Style to Every Team Member The Situational Leadership Model helps managers diagnose the development level of each team member and adjust their leadership style accordingly, reducing performance gaps, increasing engagement, and…
- Skills Matrix: Visualize Strengths, Gaps, and Development Needs A skills matrix helps managers identify team strengths, uncover capability gaps, and make informed decisions on staffing, talent investment, and project allocation.
- Skip-Level Conversations: Strengthen Trust, Culture and Performance Skip-level conversations help managers uncover hidden issues, understand team morale, and validate whether communication and leadership practices are working as intended.
- Succession Planning: Ensuring Leadership Continuity in Your Organization Succession planning helps organizations identify and develop future leaders, reducing the risk of disruption when key roles become vacant.
- Talent Reviews: Evaluate and Develop Your Team Talent reviews give managers a structured, evidence-based process for assessing each team member's performance and potential, enabling more deliberate decisions about development, succession, and res…
- The GROW Model: A Manager's Guide to Coaching with Clarity The GROW model gives managers a structured four-stage framework for running coaching conversations that move individuals from unclear intentions to specific, achievable outcomes, improving performanc…
- Training Needs Analysis: Pinpoint What Your Team Really Needs to Perform Training Needs Analysis helps you identify the skills, behaviours, and knowledge gaps that limit team performance so you can invest in learning that actually moves results.
Courses
- Catching Burnout Before It Becomes a Resignation A practical course for spotting employee burnout signs in a high performer before they hand in their notice. You'll work through a real manager's scenario, missed 1:1s, sudden quietness, a team membe…
- Fill the Gap Before It Opens How do you build a succession plan when a key employee resigns with only two weeks' notice? This course walks through the succession planning process for managers under real time pressure: running a…
- From Individual Contributor to Manager: The First 90 Days Moving from individual contributor to manager means leading people who were your peers last month, including one who wanted the promotion you got. This scenario course walks a first-time manager thro…
- Turn a Performance Slide Into a Recovery Plan This course gives managers a repeatable path for handling an underperformance conversation, using Radical Candor's care-and-challenge approach for the first conversation, the GROW model to shape it i…
Simulations
- Building a Career Path for Someone Who Might Leave Anyway Your best analyst has started job-hunting out loud. You have one development conversation this week to build a career path specific enough to change his mind, without promising a promotion timeline H…
- Coaching a Star Through a Confidence Crash Coaching a formerly reliable direct report back from a confidence crash is one of the hardest conversations a new manager will face, especially with no script and the team watching. This simulation p…
- Delivering the Promotion Rejection Without Losing the Person Your top performer just lost the promotion she's waited two years for, and she doesn't know it yet. This simulation tests whether you can deliver hard news and apply the feedforward technique to redi…