Full Cohort Programs
Make leadership development systematic, at scale
Train every cohort at every level with curriculum that builds year over year. Create culture that sustains itself as people advance.
The problem with one-off training
You train associates this year. Next year, new associates start. Do you repeat the program just for them? And when associates reach new stages in their career, when do they learn the new leadership skills they will need?
Result:
Training feels like an expense, not an investment. Culture erodes.
The cohort solution
Build a curriculum that travels with people as they advance. First-years learn an Ownership mindset. Third-years learn the art of Delegation. Senior leaders tackle the toughest management questions.
One culture across all levels. Skills compound year over year instead of starting from scratch with each new or lateral hire.
Sample law firm curriculum ladder
Each program builds on the previous year. Core topics (ownership, feedback, delegation) are taught at foundational level early, then revisited at advanced levels as associates take on management responsibilities. The organization develops a shared language and systematic approach to leadership at every level.
- • Earning Trust on Your Workstream
- • Clarifying Incoming Requests
- • Tips for Under/Over Capacity
- • Soliciting Feedback on Your Work
- • Turning Feedback into an Action Plan
- • Owning Your Career Development
- • Overcoming Delegation Barriers
- • Perfecting the Delegation Handoff
- • Avoiding Micromanagement
Fall Program
- • Understanding What Partners Mean by “Ownership”
- • Turning Complaints into Constructive Action
- • Encouraging Ownership in Junior Team Members
Spring Program
- • Crafting Constructive Messages
- • Delivering Upward Feedback
- • Navigating Difficult Personalities
- • Avoiding Management Blindspots
- • Tips on Project and Team Management
- • Developing Junior Talent
Organic session where attendees list top leadership challenges, and that list guides the agenda, ensuring each year’s session is unique. From experience, typical topics will include:
- • Navigating Conflicts and Difficult Team Members
- • Advanced Topics on Feedback and Delegation
- • Challenges in Managing Other Managers
- • ... And more based on attendees’ live input
Who this is for
Organizations serious about culture as a competitive advantage. Willing to commit to multi-year partnership where leadership development becomes systematic, not random.
Typical engagement:
- 6-10 programs per year across different cohorts
- Mix of in-person and virtual delivery
- Evolves based on needs and feedback
- Can be tailored to each dept/practice group
Cuztomize your training program
Share your organizational structure, current training gaps, and vision for systematic leadership development.