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Support for Leaders in Transition.
Prevent early leadership risk with guided support when it matters most

Helping newly promoted and transitioning leaders move from uncertainty to clarity — before small issues become big problems.​​​

Why This Matters.

Organizations don’t fail because leaders don’t try hard enough.
They fail because support doesn’t show up at the moment leaders need it most.

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When people step into leadership for the first time or take on new scope without support, small patterns of miscommunication, avoidance, or inconsistency can ripple out quickly across teams. Leadership challenges rarely show up first in exit interviews or surveys — they show up in team dynamics, engagement signals, and everyday friction.

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Leadership Transition Support exists to intervene in the moment of transition, not retrospectively. It’s about giving leaders the clarity, judgement, and practical support they need while they’re actively leading, so teams stay aligned, productive, and engaged.

Who This Is For.

This work is a strong fit for organizations that are:
 

  • Scaling quickly or professionalizing leadership structures

  • Promoting individual contributors into people leadership roles

  • Seeing inconsistent leadership behaviours across teams

  • Wanting to reduce preventable people challenges before they escalate

 

Typical scenarios include:
 

  • First-time people managers

  • Newly promoted leaders managing former peers

  • Leaders stepping into expanded responsibilities

  • Targeted support for leaders whose teams are showing early warning signs

What We Do: The Support Model.

Leadership Transition Support is a time-bound intervention built around a simple Manager Operating System (MOS) — a shared container that helps leaders operate consistently while applying judgment in real situations.
 

MOS is not a script or a personality model. It provides:
 

  • Clear expectations for the role

  • Practical leadership rhythms

  • Decision and escalation guardrails

  • A common language leaders can rely on under pressure


This structure allows leaders to focus on doing the job well instead of inventing leadership from scratch.

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Format​


Small Cohort Sessions

  • 6–10 leaders from the same organization

  • 8-10 weeks total

  • Four bi-weekly virtual sessions (90 minutes)


1:1 Application Coaching

  • 3 focused sessions per leader (following sessions 2, 3, 4)

  • Apply directly to current team challenges

 

Core Leadership Focus Areas

  • From leading to doing - stabilizing the transition to leadership

  • Using the Manager 1:1 as the container of leadership 

  • Setting clear expectations

  • Feedback strategies that work in real contexts

  • Early performance conversations

  • Decision-making with clarity

  • Communicating change without anxiety

 

No abstract models. No generic slides.
Just real application in real time.

The Four Core Sessions.

Each session is designed to do three things: orient leaders to what the role actually requires, normalize the challenges they’re facing, and give them one or two concrete operating moves they can apply immediately. Depth and personalization happen through the 1:1 application sessions.

Session 1 —
The Role Shift: From Doing to Leading


Focus: Stabilizing the transition into leadership

 

  • What is truly different about the leadership role (and what isn’t)

  • What they are now accountable for — and what they should stop doing

  • How to establish early credibility and boundaries without over-correcting

  • How to manage the shift from peer to leader cleanly
     

Outcome: Leaders understand what the role is now and where their responsibility truly sits.

Session 2 —
Expectations, Feedback & the Manager 1:1 
 

Focus: Preventing avoidable people issues with the 1:1 as the center.

 

  • How to use 1:1s to surface issues early instead of reacting later

  • How to give feedback in a way that reduces defensiveness and avoids surprise

  • How to recognize early warning signs before they escalate

  • How to address underperformance early and cleanly
     

Outcome: Leaders stop avoiding hard conversations and learn how to correct course early.

Session 3 —
Decision-Making, Escalation & Judgment Under Pressure

 

Focus: Reducing hesitation, second-guessing, and unnecessary escalation.

 

  • What decisions they own versus when to escalate

  • How to make decisions with imperfect information

  • How to avoid paralysis and over-consulting

  • How to communicate decisions clearly and consistently
     

Outcome: Leaders operate with more confidence, make cleaner decisions, and reduce friction caused by uncertainty.

Session 4 —
Communicating Change & Leading Through Uncertainty

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Focus: Minimizing employee anxiety
 

  • How leaders unintentionally create confusion or anxiety through communication

  • How to translate decisions into team-ready messages

  • How to handle questions without over-promising or speculating

  • How to lead consistently when change is ongoing
     

Outcome: Leaders communicate in a way that keeps teams oriented, informed, and calm — even when answers aren’t complete.

Outcomes Leaders and Organizations See

This approach is not about completing a checklist — it’s about reducing preventable risk:
 

  • Faster stabilization of new or transitioning leaders

  • More consistent leadership behaviour across teams

  • Fewer issues escalating into performance or retention problems

  • Reduced pressure on HR to “remediate leadership after the fact”

  • Teams that stay aligned and engaged during critical transitions

Cohort Pricing

  • Standard cohort of 6-10 leaders:          $ 25,000

  • Small cohort of 3-5 leaders:                   $ 18,000

  • Individual support:                                   $  7,000 

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