your managers are responsible for 70% of variance in team performance*
THAT'S LEAVING A LOT UP TO CHANCE.
It starts with “me” – your new manager in their new role, learning their influence and impact. They’ll learn to self-reflect and develop tools to answer questions like “how do I show up?” and “what and how am I contributing to this problem/solution?”
Then the “we” – their team. Your new manager will learn and develop the tools, tips and frameworks to effectively lead and motivate their teams to help drive overall team performance.
And finally “us” – your organization. As teams start to strengthen trust and further develop their skills, their actions contribute to and influence the entire organization.