Be a Leader You Would Follow
Examine the daily behaviors that build credibility and willing followership. Connect leadership values to observable conduct and define a personal standard people can experience consistently.
Prepare people for the responsibility of leading
Leadership and management require related but distinct capabilities. Leadership shapes direction, trust, judgment, and the conditions people experience. Management turns direction into priorities, clear roles, dependable execution, and performance conversations. ELS develops both, with attention to the transition a person is making and the work the organization needs them to do.
Who this work serves
Emerging leaders and individual contributors preparing for greater influence; newly promoted supervisors and first-line managers; experienced managers strengthening consistency; and senior leaders responsible for culture, execution, and leadership pipelines.
Selected courses and learning experiences
These are starting points from the ELS course catalog. Programs can be selected individually or connected into a development sequence.
Coaching for Success
Use a structured coaching approach to identify performance gaps, develop potential, and guide people toward solutions before concerns become crises.
Emotional Intelligence for Everyday Leadership
Practice self-awareness, self-management under stress, and influence that does not depend on positional authority.
Building a Culture of Accountability
Clarify expectations, strengthen follow-through, and address performance while maintaining trust and dignity.
Psychological Safety and Accountability
Develop conditions in which people can raise concerns, ask questions, and admit mistakes while remaining responsible for performance.
From Peer to Leader
Navigate promotion from within, reset working relationships, establish standards, and build credibility with former peers.
Accountability in Action
Practice brief, timely, behavior-based performance conversations that recognize strong work and correct drift early.
From Leader to Manager
Translate direction into plans, priorities, operating routines, and the follow-through required for execution.
What participants practice
- Setting expectations people can understand and act on.
- Coaching and giving feedback tied to observable behavior.
- Addressing performance concerns early and consistently.
- Making decisions with greater self-awareness and attention to consequences.
- Applying learning to actual responsibilities rather than leaving it in a workbook.
Build a pathway beyond a single workshop
The Emerging Leaders Academy™ develops leadership identity, communication, credibility, and judgment before promotion. The New Supervisor Leadership Academy™ supports the transition into first-line leadership. The Management Excellence Cohort™ connects execution, performance management, accountability, and manager effectiveness over multiple sessions. Final sequencing reflects audience readiness and organizational need.
Delivery built around the learning
In-person delivery is preferred for leadership, communication, team effectiveness, culture, conflict, and facilitated dialogue. Multi-session engagements can combine separate in-person and virtual sessions. The audience, scope, sequence, and reinforcement are agreed around the organization’s needs.
For complete course descriptions, learning objectives, outcomes, and delivery information, request the relevant ELS catalog.