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 callThirty minutes on Zoom. Which managers, where they are starting, and what has to be different.
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 cohort runs for 90 or 180 days, or on a customized schedule we build with you. 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.
Read moreOne 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.
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.
The pilot
The program runs for 90 days with up to 15 supervisors from the same company. They attend eight weekly classes of 90 minutes, sit four individual coaching and assessment sessions, and do real work in their own teams between each one. It is built to move the three measures an owner feels first when supervision is weak: turnover, engagement, and output.
This is the Leadership Acceleration Program. Ninety days is the standard length of a cohort and the one most groups run, and a 180-day version is available when a group needs longer. The supervisors stay in their jobs throughout, and the problems they work on are the ones the business already needs them to solve.
Every class ends with one assignment each supervisor does in their own team that week, such as handing a whole task to one person or running a performance conversation that has been waiting. The next class opens with what happened.
P×E measures how a supervisor operates and what their role demands, then returns the specific skills where the two do not match, worst first. The classes, the coaching and the development app all point at that same list.
We agree what improvement should look like before the first class, against measures you already run. Progress is checked at three sponsor reviews, and each supervisor closes by presenting one problem in their team, what they changed, and the result.
Up to 15 supervisors · Eight weekly 90-minute classes · Four coaching sessions · 90 or 180 days together
Discuss a pilot for your teamA 30-minute call about the responsibilities your supervisors are not taking on yet, and what would have to change for you to call this worth doing.
Every class is built on a situation leaders actually face. Every session ends with a behavior to practice and a way to tell whether it worked. Number, format, length, cohort size and topics are set with you.
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 and onboarding come with the engagement, and there is no separate subscription. See what it does.
For the situations that do not resolve neatly in a classroom. Individual or group, and we agree how many sessions and who delivers them. 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.
