The Leadership Program
Leaders who handle the conversations they used to avoid.
A twelve-month program for leaders who already have a team. It works on what they do rather than what they know — the difficult conversation, the decision they keep holding onto, the person they cannot get through to. The people who work with them are the ones who say whether it changed.
- Start to finish
- Twelve months
- Leaders per cohort
- 9–12
- Touchpoints across the year
- ~14
- The gate
- Day 90
Why it is built this way
Four decisions that make it different from a course
Behavior, not knowledge
A course teaches people things. This changes what they do in the situations they are already in, which is slower, harder and the only thing a sponsor can see.
Measured at both ends
Flow360 at month zero and month twelve, rated by the same managers, peers and direct reports. Not a happy sheet.
Something between sessions
FlowConnect gives each leader guidance for their own profile at the moment they need it, so the months between sessions are not empty.
A way out at ninety days
Most programs ask for a year of faith up front. This one asks for three months, then shows you the evidence.
The year
Five stages, one of which is a way out
Before it starts
Everyone completes a Leader 2.0 assessment and a Flow360, so the year begins with a picture of how each leader operates and how that is experienced by the people around them. The sponsor agrees what should be different by the end, in their own business terms.
The first ninety days
Cohort sessions begin, coaching starts, FlowConnect is switched on, and each leader banks one early win. The aim is visible movement inside three months rather than a year of patient waiting.
The gate at day ninety
Everyone stops and looks at the evidence. The sponsor decides whether the remaining nine months are worth it. If the answer is no, that is a legitimate outcome and it costs nine months less than finding out later.
The rest of the year
Cohort sessions, coaching cycles and sponsor reviews, with FlowConnect carrying the days in between. Roughly fourteen touchpoints across the twelve months.
At the end
Flow360 runs again. Because the same people rate the same leader a year apart, the change is measured rather than asserted.
Who it is for
Leaders with a team, and a sponsor who wants proof
Cohorts run at nine to twelve leaders, so the group can work in trios between sessions. Every participant needs a team of their own, because the whole design depends on having somewhere to practice what they are working on.
It works for an intact leadership group going through the year together, and it works for a cross-functional cohort who would not otherwise meet. It does not work as a reward for people who are already doing well, because there is nothing for them to change.
Delivered by Discflow Master Trainers, who hold the senior credential and run these programs in their own market.
Next steps
Agree the finish line before the first session
The first conversation is about what should be different in twelve months, in terms your business already uses. That becomes the thing the program is measured against, and it is agreed with the sponsor before anyone books a room.
Team and sales programs follow the same architecture and are in development. Ask if that is what you need and we will tell you when.
If a day would do it, we will say so.
Some situations need one team in a room for an afternoon, not twelve months of work. Tell us what is happening and we will recommend a workshop instead if that is what fits.