30-Day Reinforcement Nudge Sequence

Differentiated IP. MHFA England, Mind, ACAS deliver the course and walk away. Independent L&D research shows ~70% of manager-training behaviour change fades within 6 weeks without reinforcement. This sequence kills that fade.

Cadence

10 messages over 30 days. Mix of email (longer, reflective) and SMS / push (short, prompt). Sent to the manager only (not their team).

Copy — Message 1 (template, Day 1)

Subject: Your pocket card + the one thing to do this week

Hi [first name],

Yesterday you spent three hours with us. The next 30 days decide whether that becomes how you manage or just a memory.

One ask for this week: Stick the pocket card to your monitor. Then pick ONE direct report you're going to watch through the 4-signal lens this week. Don't tell them. Just notice.

Reply to this email with their first name (we don't store it — it just makes you commit).

Next nudge lands Wednesday.

— [Facilitator first name], MEM Academy

P.S. The pocket-card PDF is attached if you've already lost the physical one. We won't judge.

Copy — Message 3 (template, Day 5)

Subject: The OPENED conversation, in 90 seconds

Quick refresher. OPENED:

• Observe without diagnosing — name what you'd see on a recording
• Permission to talk — hand them the agenda
• Explore — 2–3 open questions, then SHUT UP
• Normalise without minimising — "what you're describing sounds hard"
• Enable ONE practical move — within your gift, named today
• Direct to EAP / GP / MEM coach (and 116 123 if crisis)

Your next 1:1 — re-read this 5 minutes before. That's it. The reading is the work.

Reply with the date of your next 1:1. We'll send a 30-second nudge that morning.

Copy — Message 7 (template, Day 18 — case study)

Subject: How Aisha's manager caught it 6 weeks earlier

4-min read.

Aisha (not her real name) is a 32-year-old marketing analyst on a team you'd recognise. New baby. Came back from maternity 4 months ago. On paper: fine.

Her manager noticed two things in three weeks. Camera off in standups (Signal 1: Energy). And she'd stopped contributing in the brainstorm channel she used to live in (Signal 4: Relational fade).

Old playbook: wait until performance dipped, then have an awkward chat.

New playbook: opened OPENED at the next 1:1.

"I might be reading this wrong, but I've noticed the camera's stayed off the last three standups and you've been quieter in the channel. Is now an OK time to talk about how you're doing?"

Aisha said yes. She talked. Her manager held the silence. The Enable move was simple: protected Friday afternoons for school-pickup logistics, took one workstream back, blocked the next half-term in the calendar that day.

8 weeks later, no sick leave. No HR escalation. Aisha put her hand up for the Q1 rebrand.

The version of this where her manager waits to "see how it plays out" ends in 6 weeks of statutory sick pay and a re-hire conversation.

Pattern, conversation, one change.

— MEM Academy

Final pulse (Day 26, 4 questions)

1. In the last 30 days, how many of your direct reports did you notice a signal in? (0 / 1 / 2 / 3+)
2. How many supportive conversations did you open? (0 / 1 / 2 / 3+)
3. Did any conversation lead to a workload change or signpost? (Y / N)
4. On a 1–5, how confident do you feel running this conversation today vs 30 days ago? (Pre & post)

Results aggregate into the Q1 board report (see Sprint 3) — never named, always anonymised.

Operations

• Stored in: platform email/SMS scheduler, triggered on course-completion date.
• Opt-out: every message has a 1-tap unsubscribe.
• Replies routed to: facilitator inbox (monitored, not auto-replied).
• Privacy: no direct-report names are stored anywhere we can read. The "reply with their first name" prompt is a commitment device, not data collection — replies are auto-deleted after 7 days. State this explicitly in Message 1.