New Leader Development
Give newly hired and newly promoted managers a structured start. Build the everyday habits of leading people before trial and error becomes their default approach.
Explore new-leader developmentLeadership development for organizations
Build capable leaders. Faster.
Help new and struggling leaders become effective sooner through practical classes, a personalized development app, and coaching.
30-minute Zoom conversation.
Veteran-owned
Kansas City
Founder-led development
Accelerate the leader development curve.
The role changes immediately. Leadership habits do not. A strong employee may know the work and still need help setting expectations, delegating, giving feedback, and making decisions through other people.
We work with organizations that want to support that transition deliberately, and with leaders whose current approach is no longer meeting the demands of the job.
Targeted Leader Development
When a leader is struggling, get specific about what needs to change. Work on the behavior, the conditions around the role, and the support needed to make progress.
Explore targeted developmentClarity Can the team explain what matters most and what good work looks like?
Ownership Is the leader delegating responsibility, or still carrying work the team should own?
Follow-through Are difficult conversations and agreed actions happening when they should?
Classes. Application. Coaching. One development plan.
Learning only matters when it changes what happens at work. We connect the lesson, the next action, and the review so leaders can practice with purpose, and so the people accountable for them can see it happening.
Learn Practice the skill in a class, on the situations the role actually brings.
Apply Use it in the leader’s current work, with the next action always clear.
Review Use coaching and agreed progress reviews to examine what happened and what to change.
No two roles ask the same thing of a leader.
We develop your leaders for the specific environment, not a generic template. Your business has its own requirements, so we adapt the development program to maximize your leaders’ potential.
Athlete
How this leader tends to operate.
Arena
What the role demands, and the conditions around it.
Alignment
Where those two help each other, and where they pull apart.
Adaptation
One practical change, tried in the work and reviewed against what happened.
What the review shows feeds the next adaptation.
This approach supports reflection and development. It is not a validated hiring, promotion, or performance-prediction tool.
Explore our approach
Built from 31 years of military leadership and 10 years of research. Applied to your organization.
Summary Leadership is led by G. Damon Wells, who commanded at every level from battery to brigade and taught at West Point. His approach focuses on developing critical leadership skills during the most impactful phase of a leader’s career, but he adds role and environmental requirements. These requirements are half of the leadership alignment equation, and are often overlooked by traditional leader development programs.
Classes and coaching bring those requirements into the decisions, conversations, and responsibilities your leaders face at work.
Meet DamonRun your new and developing leaders as a cohort.
A cohort runs 90 or 180 days. That is how long the group works together, and you choose the length that fits them. Your managers take the same classes, do the same practice, and sit the same reviews, on the work they are doing at the time. Your business gets a management layer that handles problems the same way and holds the same standard.
Tell us how many leaders you have and where they are starting. We will work out the length and the start on the call.
Book a call30-minute Zoom conversation.