Technical excellence is not leadership.
Cohort programs that turn strong individual performers into leaders their organizations can rely on. Built around your context, your language and your real cases — never a licensed deck delivered unchanged.
6–12 weeks
Program length
12–18
Participants per cohort
Hybrid
Live virtual or in person
Pre / post
Measured with assessment
The problem
You promoted your best people. Nobody taught them the job.
Most leadership gaps are not motivation problems. They are skill problems that nobody had time to fix — because the person was too good at the work they were promoted out of.
You will recognize this if
- →Decisions escalate upward that should be settled two levels down
- →Feedback is avoided until it becomes a performance conversation
- →Managers protect their teams from strategy instead of translating it
- →Your engagement scores split sharply by manager, not by function
The process
How the work runs
Every engagement runs the EmpacITy Loop. It is why the change survives the last session.
- 01
Diagnose
Stakeholder interviews, a validated assessment and a read of your current leadership behaviors. We name the two or three that matter most.
Weeks 1–2
- 02
Design
Modules built on your real cases — your escalations, your restructures, your customers. Reviewed with the sponsor before launch.
Weeks 2–3
- 03
Practise
Live sessions with rehearsal, simulation and peer coaching. People try the hard conversation here first.
Weeks 3–10
- 04
Embed
Between-session experiments run in real meetings, with manager check-ins and short reinforcement nudges.
Throughout
- 05
Measure
Repeat pulse at the midpoint and close. Your sponsor sees movement in observable behavior, not a satisfaction score.
Midpoint + close
What you get
- ✓Leadership capability diagnostic and baseline report
- ✓Custom program design document, approved by your sponsor
- ✓6–12 live facilitated sessions
- ✓Personal development plan per participant
- ✓Manager briefing pack so line managers reinforce the work
- ✓Pre/post measurement and a close-out report for the sponsor
What changes
41
Average point gain in manager confidence, pre to post
90
Days to first measurable behavior change
2–3
Behaviors targeted — not twenty competencies
Investment
No mystery pricing.
Indicative ranges so you can size a budget before you speak to us. Final scope is quoted after the diagnostic.
Single cohort
from $18,000
6–12 weeks, 12–18 participants, diagnostics and measurement included.
Multi-cohort rollout
from $52,000
Three or more cohorts with shared design, staggered delivery and cross-cohort reporting.
Design-only license
from $9,500
We design and pilot; your internal facilitators deliver, with train-the-trainer support.
Start with the diagnostic.
Not the deck.
Thirty minutes to understand where your leadership layer is straining and whether a cohort is the right answer.
Book a discovery call