All too often, emerging mid-level leaders of teams struggle unnecessarily because they have not been taught the tools to manage teams and develop others. Our training program breaks it down - we focus on the most impactful skills, frameworks, and mindset shifts that will set new managers up to optimize team effectiveness successfully. We help them clarify their emerging leadership style and develop a practical game plan for working with junior talent, delegating, and giving feedback while self-managing their time. By structuring as a cohort, the program provides a cohesive, supportive, small-group experience with peers facing similar challenges and can share strategies on an ongoing basis.
How does this service benefit your organization?
For Participants
- Increased leadership skills and confidence
- More efficient teams with less frustration
- More time spent on highest-value work/strategic thinking
For Managers
- Higher team performance
- Increased collaboration
- Clearer communication
For Organizations
- Increased employee engagement
- Build internal networks
- Model effective management to junior talent
Core Training: “Leading and Empowering High-Performing Teams”
(for Mid-Level Leaders)
This program supports mid-level leaders through training, practice, network-building, and 1:1 coaching reinforcement.
MODULE ONE
LEADERSHIP MINDSET: FUNDAMENTALS OF SUCCESSFUL DELEGATION
- Leadership as a collection of habits, consisting of mindsets and behaviors
- Establishing a leadership mindset that all great managers are coaches and mentors
- Incorporating empathy when leading and developing others
- Best practices for launching and leading the most effective teams and processes
- Delegating effectively: communicating clearly and letting go
- Diagnosing and solving for delegation "fails"
MODULE TWO
FEEDBACK THAT WORKS: TOOLS FOR DEVELOPING JUNIOR TALENT
- Defining feedback as guidance towards greatness, consisting of praise and criticism
- Exploring the ideal mix of positive vs. developmental feedback when motivating others
- Practical frameworks for giving, soliciting, and processing feedback (Radical Candor, Situation/Behavior/Impact)
- Tailoring feedback to the individual and delivering it continuously
- Why the "feedback sandwich" doesn't work and what to do instead
MODULE THREE
SELF-MANAGEMENT: SETTING PRIORITIES & MAKING TIME FOR YOUR HIGHEST-VALUE WORK
- Eisenhower Matrix: making the distinction between Urgent and Important
- Being intentional and strategic about using your time
- Carving out (and protecting) time for your highest-value work
- Productive habits, including time blocking, task batching, and weekly review
- "Designing" an ideal week - spending your 168 hours
This Training Program Includes:
1-1 Laser Coaching
Each training module is followed by 30-minute one-on-one Laser Coaching, so participants have time and support to implement learnings between modules and address challenges unique to their role in a confidential setting with an expert coach.
Targeted Resources
We provide participants with up-to-date research on best practices and frameworks to expand learning outside of our sessions together.
Live, Cohort-Based Training
Our core foundation training includes three two-hour in-person training modules on Delegation, Feedback, and Self-Management (prioritization, planning, and time management).
Communications Support
We will share best practices for naming and framing your programs to increase buy-in from participants and stakeholders with sample communications you can customize.
Data Collection
We survey participants before, during, and after the training to target content to their unique concerns and measure post-program ROI.
Themes and Recommendations
As your strategic partner, we’ll present a comprehensive end-of-program report outlining the group's overall themes and our recommendations for the next steps.
“I've learned that managing and mentoring others is not something to take lightly; it is an area that requires constant thought and time to be done properly. I've learned to develop my brand and what I want to accomplish as a middle manager and structured my approach with my associates to align with my brand.”
—Vice President, PennantPark
“The training has led to me being able to manage my workload, which has been hectic over the last month, along with bringing the new team member up to speed. There are also certain things this new team member did differently on his prior team. I was letting him pick and choose certain ways to do a few items, but I realized that for the most efficient process, I needed to get him more aligned with the work product that my greater team was used to. Delegating more to my other team members has lowered stress levels, as the workload feels more manageable.”
—Director, Benefit Street Partners
“I found both the group and laser coaching extremely helpful. The group session is great for highlighting topics and concepts that I may not have previously been thinking about. The laser coaching session is a great way to dive deep into particular situations and better understand how to implement them. Specifically, there were a few situations I was able to run through with my coach and discuss what would have been a "better" response and action in that scenario.”
—Principal, Silver Lake
BRIDGE PROGRAMS FOR SENIOR LEADERS AND JUNIOR COLLEAGUES
In our signature program, “Leading and Empowering High-Performing Teams,” we target mid-level leaders first as they manage multiple stakeholders: they take the higher-level vision from senior leaders and execute it with junior teams.
Bridge Programs supplement mid-level training by offering single-session workshops for the colleagues with whom mid-level leaders constantly interact. We cover the same frameworks (delegation, feedback, and self-management) but strategically tailor the application to each level's unique challenges and goals.
Bridge Programs for Senior Leaders and Junior Colleagues
In our signature program, “Leading and Empowering High-Performing Teams,” we target mid-level leaders first as they manage multiple stakeholders: they take the higher-level vision from senior leaders and execute it with junior teams.
Bridge Programs supplement mid-level training by offering single-session workshops for the colleagues with whom mid-level leaders constantly interact. We cover the same frameworks (delegation, feedback, and self-management) but strategically tailor the application to each level's unique challenges and goals.
How does this service benefit your organization?
For Senior Managers
- Increased trust in mid-level and junior teams to get work done
- Empowering those teams to work more independently
- More time spent on highest-value work/strategic thinking
For Junior Colleagues
- Clarity on how to succeed in their role
- Increased confidence in being proactive and bringing solutions
- Game plan for establishing their brand early in their career
For Teams
- More efficient and effective teamwork
- Increased consistency in the use of communication best practices
- More supportive workplace culture
Senior Leader Refresh
To create management cohesion within your organization, we provide advanced management skills designed to help senior leaders amplify the impact of mid-level leaders. This includes best practices for giving performance reviews.
Sample Focuses:
- Giving and soliciting feedback as a senior leader
- Clarifying their work styles and expectations, enabling mid-level colleagues to manage up better
- Best practices for giving performance reviews
Junior Team Training
When junior team members learn foundational team-effectiveness skills, they more proactively solicit and implement feedback, run with delegated tasks, and successfully manage up, making their manager's lives easier.
Sample Focuses:
- How to proactively solicit and implement developmental feedback
- Managing up effectively and adapting to different communication styles
- Habits to form now to prepare for the next level
“Direct feedback is something that I was never as good at providing, and I have made an effort to do more of this in real-time. The feedback from the team was positive, even if the direct feedback was constructive criticism.”
—Managing Director, Global Private Equity Firm
“Taking a step back and setting aside time to think about the 'why' in your career is crucial to determining next steps. It doesn't always need to be a giant five-year plan; it can be small steps leading to overall growth.”
—Senior Associate, Global Private Equity Firm
“Many new topics were discussed that I had not previously considered. A lot of career navigation is focused on the next title; this walked through a more holistic approach to development and growth.”
—Senior Associate, Global Private Equity Firm
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