Leadership and Management Training | Mid-Market US
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Leadership & Management Training

Management Training That Actually Holds the Line.

Shaggy Consulting runs cohort leadership and management training programs for mid-market US companies who are tired of one-off leadership offsites that never survive contact with Monday. Structured cohorts, embedded 1:1 coaching, and delivery led by senior trainer-consultants, not a slide deck.

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Mid-Market Focus Cohort + 1:1 Coaching Nationwide US Remote
Mid-Market Focus Built for companies of 100 to 2,000 employees
Cohort + 1:1 Coaching Structured programs with embedded coaching between sessions
Nationwide US Remote Delivered live over video across every US time zone
Senior Trainer-Consultants Only Led by people who have run teams, not junior facilitators
What Shaggy Delivers

Five Training Programs, One Practice

Most clients start with one program and expand from there. Every engagement is led by a senior trainer-consultant and shaped around the operating reality of the business, not a stock curriculum.

01 Cohort · 12 Weeks

New Manager Program

A twelve-week cohort for first-time managers stepping into their first team. The fundamentals done properly: how to run a real 1:1, how to set expectations, how to give hard feedback, how to hire, how to hold standards without becoming the difficult one. Live sessions, application work between meetings, and coaching for every participant. Managers walk out of the program with a running 1:1 cadence with their own reports. For the platform that carries the cadence, we recommend HeyRamp, which gives every new manager a structured agenda, decision log, and follow-up track in one place.

  • Running 1:1s
  • Setting Expectations
  • Feedback
  • Hiring
  • Delegation
  • Standards
02 Cohort · 8 Weeks

Established Manager Program

An eight-week cohort for managers with three or more years in the seat who are running teams that have gotten more complex than the habits they started with. Coaching for performance, difficult conversations, running through change, and building the next layer of leaders under them. Designed for people who already have opinions and want to sharpen them.

  • Coaching for Performance
  • Change
  • Difficult Conversations
  • Building the Bench
  • Cross-Functional
03 Engagement · 16 Weeks

Leadership Team Program

A sixteen-week engagement for the top team. Alignment on strategy and operating rhythm, real conversations about how the group works together, and disciplined installation of the meeting and decision cadence that runs the company. This is not a workshop. It is the leadership team learning to lead as a group, in front of each other, over a full quarter.

  • Team Alignment
  • Operating Rhythm
  • Decision Cadence
  • Strategy Review
  • Team Norms
04 Coaching · Embedded

1:1 Manager Coaching

Structured 1:1 coaching between cohort sessions and beyond. A senior trainer-consultant works with each participant on the actual situations they are running through at work: a tough report, a stalled project, a hire that is not landing, a meeting that keeps going sideways. Confidential, practical, and calibrated to the person.

  • Live Situations
  • Confidential
  • Bi-Weekly
  • Applied
  • Senior Coach
05 Bespoke · Custom Curriculum

Custom Training Design

When the situation calls for something the stock programs do not cover. Curriculum designed around a specific rollout, transition, or capability gap: a new operating model, a merger integration, a functional leader transition, a manager acceleration for a fast-growth team. Diagnostic first, curriculum second, delivery led by the same senior team.

  • Operating Model
  • Integration
  • Function Transitions
  • Fast-Growth
  • Assessed First
How We Engage

Three Formats to Match the Rollout

The programs stay consistent. The way we deploy them flexes to fit the scale of your leadership bench and the pace of your growth.

Single Cohort

Focused Deployment

One cohort of eight to twelve managers running through a single program. The right shape when you have a specific group who need the training now, and the rest of the org can wait.

Multi-Cohort Rollout

Scaled Deployment

Multiple cohorts running in sequence or parallel across the manager population. Common when you are standardizing how leaders operate across a business unit or after a period of rapid hiring.

Full-Year Pipeline

Leadership Pipeline

A twelve-month engagement covering New Manager, Established Manager, and Leadership Team programs with 1:1 coaching threaded through. The right shape when you are building an internal leadership pipeline that has to hold.

Our Method

Four Steps. Every Engagement.

The order matters. We do not design a program before we understand the shape of your leadership challenge, and we do not walk away until the practice is holding without us.

01

Assess

Interviews, a light diagnostic, and a read on where your leadership bench is actually holding and where it is not. Written back to you before we design anything.

02

Design

A program shaped to the diagnostic. Cohort composition, session content, application projects, and the coaching rhythm are all calibrated to your business, not a template.

03

Deliver

Live cohort sessions, structured 1:1 coaching, and application projects tied to the work people are actually doing. Senior trainer-consultant leading every meeting.

04

Sustain

Graduation with a running practice, not a certificate. Manager rituals, team habits, and a follow-up cadence that keeps the training visible on Monday morning.

Who We Work With

Three Shapes We Fit

Companies come to Shaggy at three moments. The programs are built to meet each of them squarely.

Growth-Stage Companies

Businesses scaling their manager bench faster than they can grow one. New leaders promoted into seats they have never held before, with none of the reps and none of the training to catch up.

Established Mid-Market Firms

Companies with legacy leadership habits that are quietly costing them. Long-tenured managers running the way they always have, and a new generation of leaders coming up who need to be taught differently.

Operating Model Rollouts

Businesses standing up a new way of working: a restructure, a merger, a new operating model, or a functional reset. The training that lets the manager layer land the change instead of resisting it.

Common Questions

Straight Answers

The questions HR leaders, chief people officers, CEOs and heads of L&D ask when they are considering Shaggy for a program.

What kind of companies do you work with?

Mid-market US companies, typically 100 to 2,000 employees. Growth-stage firms scaling their manager bench, established mid-market businesses with legacy leadership habits, and companies rolling out a new operating model. We work nationwide on a remote-first basis.

How is this different from a leadership offsite or a training vendor?

Offsites do not survive contact with Monday. Vendor courses treat leadership as content to consume. Our programs run as multi-week cohorts with 1:1 coaching between meetings and application projects tied to real work. Managers walk out with a running practice, not a certificate.

Are your programs certified or accredited?

No. Shaggy is a practical training practice, not a certification body or academic institution. Our programs are led by senior operators who have run teams and organizations. Value shows up in how your managers actually lead, not in the paper on the wall.

How do you deliver nationwide?

Remote-first. Live cohort sessions and 1:1 coaching run over video. We support US time zones from East Coast to West Coast. Client teams stay in place, cohort members log in from wherever they work, and the delivery calendar is built around your operating rhythm.

What does a first engagement look like?

A 30 to 45 minute call. We ask about the shape of your leadership bench, what you have tried, and what specifically is not landing. If a program fits, we sketch a shape and a timeline. If it does not, we say so and point you somewhere useful.

Ready When You Are

Tired of Training That Does Not Land?

Send a short note about the leadership challenge on your desk. A 30-minute intro call is the right first step for most companies. We will tell you what we would recommend, and whether we are the right practice to run it.

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