Turning leadership development into real, on-the-job leadership behavior
Helping Heads of L&D in 50–500 employee companies to show measurable behavior change and defend ROI.
Programs are designed to complement existing leadership development and produce outcomes L&D can confidently stand behind.
When leadership behavior doesn’t change, L&D is left under pressure to justify ROI, credibility, and future investment decisions. The issue is rarely the quality of the training. It’s the lack of structured support that helps managers apply learning consistently in their real context.
Cohort-based leadership application programs
Small group programs that help managers apply existing leadership training to real work situations, reinforcing leadership behavior over time.
Individual and Group Manager Coaching
Practical coaching focused on applying leadership expectations in current, real-world challenges rather than adding new models or content.
Post-Training Leadership Enablement
Structured follow-up support that helps leadership training translate into consistent day-to-day leadership behavior after workshops end.
L&D Partnership on Behavior Outcomes
Support for L&D leaders in defining, observing, and communicating leadership behavior change in a way senior leadership can stand behind.
Behavioral change, not just training
Leadership programs often receive strong feedback, yet managers struggle to apply what they’ve learned once real pressure returns. For Heads of L&D, this creates a persistent gap: significant investment in development, but limited evidence of sustained behavior change in day-to-day leadership.
Leadership behavior doesn’t change through insight alone. It changes through repeated application, feedback, and reinforcement in real work contexts. This work is designed around that principle.
This work is relatively new in its current form and intentionally designed to address a gap many leadership programs face after delivery.
Meet me
I’ve worked with leadership teams where behavior change was essential to business outcomes, particularly under delivery pressure and organizational change. Rather than adding more content or frameworks, my work focuses on the application layer. I support managers after training so leadership behaviors show up reliably under real-world pressure.
Engagements typically start with a small, clearly scoped pilot designed to test behavior change in a real context before broader rollout.
To support leadership behavior change after training, I use a lightweight digital reinforcement tool. It helps managers apply existing leadership learning through small, work-relevant exercises integrated into daily work, without adding new content or platforms.
