Who it's for
Managers, executive teams and senior leaders
How it works
Nine group programs
| Program | For | Structure | Track |
|---|---|---|---|
| New Managers Cohort (“The Promotion Gap”) | Managers in their first year or two, including those promoted from within the team | 8-10 participants, 16-20 weeks, 90 minutes every week or two. Opens with a three-way session with HR and the direct managers | GROW |
| Executive Team Alignment or Interface Forum | An executive team, or 6-10 unit managers with a daily interface | Preliminary interviews and an opening day for the executive team, or 3-hour sessions once every one to two months for an interface forum | ALIGN |
| Senior Leaders Forum within the Organization | 8-10 senior leaders from the same company, with no reporting lines between them | 3-4 hours every 4-6 weeks, for a year. Confidentiality agreement, without the CEO present | LEAD |
| Action Learning Set | Matrix managers, managers in a new and complex role, management talent pool | 5-7 participants, half a day every 4-6 weeks, 6-9 months | GROW |
| Peer Coaching Circles | Middle managers and experienced managers | 5-6 in each circle, 4-6 months | GROW |
| Authority and Managerial Presence | After a significant promotion or a jump in level, and women in leadership | 8-10 participants, 12-16 weeks, a session every two weeks | GROW |
| CEO and VP Forum | CEOs, business owners and VPs from non-competing companies | 8-12 members, half a day every 4-6 weeks, annual commitment | LEAD |
| Internal Facilitator Training | Program graduates who continue on their own | Using the Intervision method: 2-3 training sessions and a quarterly supervision session | No track |
| Professional Community for HR and OD | HR, organizational development and training professionals | A 2-3 hour session once a month, 10-15 participants | No track |
What happens in the three core programs
| Program | What we do |
|---|---|
| New managers cohort | We open with a three-way session with HR and the direct managers. In each session we work on one framework and on real situations from the past week. We measure before the program and at 30, 60 and 90 days. |
| Executive team alignment | We clarify where roles overlap and where things fall between the chairs. We build a shared language for decision-making. We resolve interface dilemmas in a structured protocol, with an owner and a due date. |
| Senior leaders forum | A peer forum with no reporting lines. Members bring an issue, ask clarifying questions until it is clear, and share experience rather than advice: “When I was in a similar situation, I did this.” |
Intro call about a group program for your organization
Who leads
Clients
Frequently asked questions
How long is a group program?
It depends on the program. The table lists the duration and structure of each program: from a 12-16 week cohort to a year-long forum.
What does a session look like?
Each session opens with a report on what was done in the field and closes with a commitment to the next step. Session length depends on the program: 90 minutes in the new managers cohort, 3 hours in executive team alignment and interface forums, half a day in an Action Learning Set.
What about confidentiality?
What is said in the group stays in the group. The organization receives a picture of what changed, not of what was said.
How is the impact measured?
Before we start, we agree on two or three behavioral metrics, and we measure before the program and at 30, 60 and 90 days. At the end, the executive team receives an impact report.
What happens after the program?
Every proposal includes a continuity chapter, even a small one: internal facilitator training, a professional community, or another cohort.