How we help
Development built around your leaders, their responsibilities, and the change your business needs. Classes build the skill, the app keeps the next action visible, and coaching helps the leader apply it.
Book a call30-minute Zoom conversation.
Which of these fits depends on how many leaders you have, where they are starting, and what has to be different at the end of it.
The main engagement for a group of leaders.
A structured development cycle combining practical classes, personalized application between sessions, coaching, and progress reviews. Every part points at the same development priorities, agreed with you at the start.
Best for A cohort of new or newly promoted managers.
One leader, or a small group, and a specific problem.
Work on the leadership challenge that is limiting performance in the current role. We start with whether development is the right answer at all, then agree bounded goals, practice, and a review.
Best for A capable leader whose current approach is not meeting the role.
Read moreA single class on a defined skill.
Delegation, feedback, conflict, communication, decisions under uncertainty. A focused session that ends with a practical action to take back to work, rather than material to file.
Best for A team that needs one thing, or a first look at how we work.
Development across cohorts and operating units.
Ongoing work once fit is established: successive cohorts, manager-level development, and the review cadence that keeps it connected to how the business is actually run.
Best for An organization developing leaders continuously rather than once.
We do not publish a fixed programme length. The same cycle applied to a first-time supervisor and to a director with ten years of habits is not the same piece of work, and pricing it as though it were would mean selling one of them something that does not fit.
| Who it is for | Leadership level, how new they are to the role, and whether the work suits them. |
|---|---|
| Scope and timing | Set against your leaders and the change you need. Agreed after the call. |
| Classes | Number, format, length, cohort size, and which topics. |
| Development app | Access term and onboarding. Arranged through the engagement; there is no separate subscription. |
| Coaching | Individual or group, how many sessions, and who delivers them. |
| Sponsor role | Kickoff, observation, feedback, and the progress review. |
| Deliverables | A development plan, the application work behind it, and a documented review. |
| Commercial terms | We agree the scope, delivery, and commercial terms with you. |
Built on the situations leaders face rather than on leadership theory. Every session ends with a behavior to practice and a way to tell whether it worked.
Keeps the leader’s priorities, the demands of their role, and their next adaptation in one place between sessions. It assigns one practical move, a visible signal, and a review date. Access comes with the engagement. See what it does.
For the situations that do not resolve neatly in a classroom. Coaching conversations are confidential; the plan and the progress review are shared with the sponsor, and everyone knows which is which before the first session.
P×E brings the leader and the conditions of their role into the same conversation, so development targets the job they actually have. How the approach works. It supports reflection and development, and is not a validated hiring, promotion, or performance-prediction tool.
