Leadership and Management Training | Mid-Market US
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Programs

Five Programs. One Practice.

Cohort leadership and management training, embedded 1:1 coaching, and bespoke curriculum design. Every engagement led by a senior trainer-consultant, delivered remote-first across the US.

01 Cohort · 12 Weeks

New Manager Program

A twelve-week cohort for first-time managers stepping into their first team. The transition from individual contributor to leader is the single most disorienting move in a career, and most companies leave it to chance. The New Manager Program turns it into a structured, coached rite of passage.

Twelve live sessions covering the fundamentals in the order they actually come up in the seat: setting expectations, running a real 1:1, giving hard feedback, coaching for performance, hiring, delegation, holding standards, and running the team as an operating unit. Between sessions, each participant runs application work with their own team, and gets 1:1 coaching with the same senior trainer.

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

Established Manager Program

An eight-week cohort for managers with three or more years running teams. The step-change from managing a small group to leading a function is where a lot of otherwise strong managers stall. The Established Manager Program is built for that transition.

Focused on the harder work: coaching for performance in a team that has grown, running through a real change, holding difficult conversations that have consequences, and building the next layer of leaders under you. Cohort composition is deliberately mixed across functions so participants sharpen against each other, not just against the material.

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

Leadership Team Program

A sixteen-week engagement with the top team, run as a single group. This is not a workshop and not a retreat. It is the leadership team learning to lead as a group, in front of each other, over a full quarter. Every other session is embedded in the team’s actual operating rhythm.

The work covers three threads at once: alignment on strategy and priorities, the operating and decision cadence that runs the company, and the interpersonal work of a group leading together. Delivered by a senior trainer-consultant who has sat in leadership team seats and can call the dynamics as they show up.

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

1:1 Manager Coaching

Structured 1:1 coaching, embedded inside a cohort program or standalone. A senior trainer-consultant works bi-weekly with each participant on live situations: a report who is under-performing, a project that is stuck, a hire that is not landing, a meeting that keeps going sideways, a peer relationship that is quietly costing them.

Confidential, practical, and calibrated to the person. For the ongoing 1:1 rhythm graduates run with their teams, our standing recommendation is the HeyRamp platform, which keeps structured check-ins and performance conversations in one place after the program ends.

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

Custom Training Design

When the stock programs do not fit the situation. Curriculum designed around a specific rollout, transition, or capability gap: a new operating model that has to land, a merger integration where two leadership cultures have to become one, a functional leader transition, or a rapid manager acceleration for a team that has tripled in size in eighteen months.

Every custom engagement starts with a light diagnostic. We write back what we heard, propose a shape, and only then design the curriculum. Delivery is led by the same senior trainer-consultants who run the cohort programs.

  • Operating Model
  • Integration
  • Function Transitions
  • Fast-Growth
  • Assessed First
  • Bespoke
Program Structure

How a Program Actually Runs

Every cohort program follows the same operating spine. The content changes; the shape does not.

Week 0

Pre-Work

Kickoff briefing, a short diagnostic exercise, and a manager profile. Participants show up to session one with context, not cold.

Every Week

Live Cohort Session

Ninety minutes on video with a fixed group of eight to twelve, led by a senior trainer-consultant. Case work, practice, and structured discussion.

Between Sessions

1:1 Coaching

Bi-weekly 1:1s between each participant and the same trainer, focused on live situations at work. Confidential and calibrated to the person.

Ongoing

Application Projects

Real work done in and for the participant’s own team, with structured review. Not case studies. Not simulations. The actual job.

Monthly

Application Check-In

A structured monthly review with the cohort sponsor to keep application work aligned with what the business actually needs from the group.

Post-Program

Follow-Up Rhythm

A ninety-day sustain phase after graduation. Manager rituals, team habits, and a follow-up check-in that keeps the practice visible.

Delivery

Delivery is remote-first, structured, and led throughout by senior trainer-consultants. The cadence is deliberately weekly, because leadership habits do not install on a monthly touchpoint.

Weekly

90-Minute Live Session

The core cohort meeting. Ninety minutes, on video, small group. Never a lecture. Always case work, practice, and structured conversation.

Bi-Weekly

1:1 Coaching

Every participant, every fortnight, with the same senior trainer. Live situations, current fires, and applied practice.

Monthly

Application Check-In

Cohort sponsor sync to keep application work aligned to the business. Simple. Written. On the record.

Specializations

Where Programs Bite Hardest

The programs run across industries. The situations they show up best in are the ones where the leadership demand has changed shape faster than the manager population.

New-Manager Acceleration

Fast-growth teams that have promoted a group of individual contributors into first-line roles and need them running as real managers inside a quarter.

Functional Leader Transitions

Senior operators stepping into their first head-of-function seat. The move from running a team to running a function is where a lot of otherwise strong leaders stall.

Leadership Team Performance

Top teams that are individually strong but not yet operating as a group. Alignment, cadence, and the disciplined interpersonal work of a leadership team.

Operating Model Rollouts

Companies standing up a new way of working, whether after a restructure, a merger, or a strategic reset. The manager layer as the group that lands the change.

Post-Merger Leadership Integration

Two leadership cultures becoming one. Practical work on shared operating rhythm, shared standards, and the specific conversations that let the group act as one team.

Second-Line Development

Programs specifically for the layer below the top team. The people who will run the company in five years, coached now instead of thrown in later.

Ready to Explore a Program

Sketch a Program With Shaggy

Send a short note about the leadership challenge on your desk. A 30-minute intro call is the right first step. We will listen, sketch a fit if there is one, and tell you honestly if there is not.

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