Can you relate?
The problem that we’re seeing in the marketplace:
You are a top performer, and because of your track record you are promoted into a leadership or management role. But the skills you developed to become a top performer are not the same skills you need as a successful leader/manager. This is what we’re on a mission to solve with our 12-month proprietary leadership cohort for current and emerging leaders.
The Top Performer Keeps Performing
“I became a top sales performer by focusing 100% on myself. When I was promoted to the top leadership role, I didn’t even attend management meetings for the first six months. I just continued being a top sales performer. I had no idea what it really meant to lead my organization. It was a long and expensive process while I made the mental paradigm shift of focusing on developing the team.”
Self-Starter Lacks Skills to Motivate
“My intrinsic motivation was the very attribute that convinced the CEO that I was the right person to lead the marketing team. As an intrinsically motivated self-starter, I was sincerely puzzled by how to motivate my team. They needed so much more of me than I was equipped to give or even begin to understand. After some painful turnover, I started to gain the skills the team needed me to have.”
Peer One Day Supervisor the Next
“At the age of 21, I was promoted into management after a year. While my supervisor was confident in my abilities, the workers with longevity who reported to me were not. One day I was their peer, the next I was trying to manage their productivity and morale without having their trust. All too gradually, I built my toolbox of management skills in order to effectively lead my team.”
What it is:
Proprietary, expert-developed leadership curriculum with real-world application. The 12-month, 15-person cohort is locally facilitated.
Why it matters:
As organizations grow, leadership consistency becomes essential to performance, accountability, and the employee experience. Our proprietary leadership program helps build the practical skills needed to equip current and emerging leaders to inspire engagement, drive results, and create thriving teams. According to Gallup, organizations with highly engaged employees outperform those with lower engagement levels resulting in 18% higher productivity and 23% higher profitability
Participants will:
- Lead with greater confidence and effectiveness
- Improve employee engagement and accountability
- Strengthen communication and coaching skills
- Navigate conflict and change more successfully
- Make informed, strategic decisions
- Build a network of leadership peers
Who should attend:
- Emerging leaders
- Supervisors
- Managers
- Department heads
- Team leads
- High-potential future managers
12 Months.
12 Leadership Topics.
Real-World Application.
This isn’t leadership theory that gets forgotten when participants return to work. Each month tackles a challenge supervisors and managers actually face:
SEPTEMBER – Leading by Example → Understand your leadership style and what it really means to lead
OCTOBER – Creating Clear Expectations → Set goals, communicate expectations and motivate performance
NOVEMBER – Instilling Trust + Empowering Others → Build trusting relationships—and learn how to rebuild trust when it’s broken
DECEMBER – Starting with Empathy + Compassion → Use emotional intelligence to strengthen relationships and teams
JANUARY – Providing Coaching + Feedback → Learn a practical four-step coaching process to improve motivation and performance
FEBRUARY – Thinking Big-Picture → Communicate strategy, set compelling goals and maintain momentum
MARCH – Sharing Appreciation + Gratitude → Create a culture where employees feel valued
APRIL – Anticipating Problems → Identify risks early and learn how to keep small problems small
MAY – Managing Conflict → Turn conflict into productive conversations and learn a framework for mediation
JUNE – Making Data-Driven Decisions → Use relevant information to make better decisions and continuously improve
JULY – Leading Change → Increase buy-in and resilience when introducing new ideas and opportunities
AUGUST – Continuing the Journey → Turn a year of learning into an ongoing plan for leadership growth
Starts
IN-PERSON TRAINING
VIRTUAL CHECK-IN
LOCATION
