Development built around your leaders, their responsibilities, and the change your business needs. Classes build the skill, the platform keeps the next action visible, and coaching helps the leader apply it. We build for Leadership Leverage: leaders who need less of your time and get more from their teams.
Book a callThirty minutes on Zoom. Which managers, where they are starting, and what has to be different.
Tell us how many leaders you have and what they need to do differently, and we will say which of the four fits. It takes one thirty-minute call.
The main engagement for a group of leaders.
A cohort lasts 90 or 180 days, or follows a customized schedule we build with you. It includes classes, practice at work between sessions, coaching, and progress reviews. Every part works on the same development priorities, which we agree with you at the start.
Best for A cohort of new or newly promoted managers.
One experienced leader, or a small group, at their own level.
An immersive development experience customized to each leader's level and role. The leader works on live situations with practice, feedback and coaching, toward goals agreed at the start and reviewed along the way.
Best for Experienced leaders taking on more, or leaders the organization wants to invest in.
A 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.
After the first cohort, we keep working with you. We hold more cohorts, develop senior managers, and review progress on your schedule.
Best for An organization that develops leaders every year.
Assess and customize your cohort.
The Leadership Acceleration Program is for up to 20 supervisors from one company. It has eight weekly classes of 90 minutes and four individual coaching and assessment sessions. We design it to reduce turnover and to improve engagement and output.
Some groups need more time. They take the 180-day version. Your supervisors keep doing their jobs during the program, and they practice on problems your business already has to solve.
Every class ends with one assignment each supervisor does in their own team that week. They might hand a whole task to one person, or hold a performance conversation they have put off. The next class starts with what happened.
P×E measures how each supervisor works and what their role demands. It then lists the skills where the two differ, largest gap first. The classes, the coaching and the platform all work on that list.
Before the first class, we agree with you which numbers to track, such as turnover or output. We review them with you at days 30, 60 and 90. At the end, each supervisor presents one problem in their team, what they changed, and the result.
Up to 20 supervisors · Eight weekly 90-minute classes · Four coaching sessions · 90 or 180 days together
Discuss a cohort for your teamA 30-minute call. Which jobs are your supervisors not taking on yet? What result would make this worth it for you?
The assessment
The Leader Development Tool
A group class
A one-on-one