Lifting Up Leadership
Our world is changing faster than leadership capability can keep up.
Leaders are being asked to navigate more complexity, more pressure, more human challenges, and more change than ever before.
We help organizations build the human capabilities required for this new reality, with practical skills leaders can use to communicate better, respond earlier, strengthen relationships, and move people and problems forward.
Get upstream
of the fallout.
Organizations spend enormous energy responding to the consequences of massive change and disruption: conflict, burnout, disconnection, communication breakdowns, and crisis.
We help leaders build the relationships and skills that make earlier action possible. They learn to recognize strain, address issues before they grow, and have the supportive conversations that help people and teams move through difficult moments.
Because every organizational challenge has a human impact. Getting ahead of it requires requires strengthening the relationships, confidence, and practical skills to engage before the consequences become harder to manage.
Customized
where it matters.
Lifting Up is built on a defined framework of core concepts, supporting concepts, and practical skills that create a strong relational foundation.
As training begins, leaders go deeper together to identify the organizational pain points, leadership challenges, and human realities having the greatest impact on their teams and culture. That collective process helps determine where the training should place the greatest emphasis.
From there, the learning journey is configured around those priorities and the time available, with greater depth, practice, and reinforcement where it will matter most.
The framework is consistent. The emphasis, depth, and application are tailored to your organization.
What leaders learn
We develop practical human skills for the complex relational moments leaders are already navigating every day.
These micro-moment skills help leaders address issues while they are still manageable and avoid the time, frustration, and disruption that come when problems escalate.
The work goes beyond traditional conflict, feedback, or difficult-conversation training by equipping leaders to navigate what sits beneath the behavior and respond effectively when pressure, hardship, or disruption changes how people behave and perform.
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Understand the human realities changing work
Leaders explore how stress, disruption, technology, generational shifts, and changing workplace expectations are reshaping human behavior, communication, relationships, and performance.
Concepts may include: The Gap, Five 80s, VUCA, Science of Stress & Disruption, Old Era vs. New Era of Leadership, Native Analogs and Native Digitals. -
Navigate what sits beneath the behavior
Not every performance issue is just about performance, and not every difficult interaction is simply conflict. Leaders learn how to respond when pressure, hardship, or reduced capacity is shaping what they see on the surface.
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Recognize what gets in the way
Through the Awkward Zone™, leaders uncover the mindset and response patterns that can cause good intentions to create the wrong impact. They learn to recognize those patterns, understand the thoughts and actions that drive them, and choose a more effective response.
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Build the relational foundation
Leaders strengthen the trust, communication, and everyday interaction that help concerns surface sooner and make difficult moments easier to navigate.
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Get upstream of organizational pain points
Leaders learn to recognize where culture, communication, and relationships are beginning to strain before the fallout becomes harder to manage.
They connect larger organizational challenges to the everyday behaviors, interactions, and conditions that can either allow problems to grow or help address them earlier. -
Build the skills behind supportive leadership
Our leadership programming is an integrated system and practical playbook for what to notice, what to say, what to do, which resources to activate, and how to follow through.
The result is greater human readiness: earlier action, greater consistency, and fewer avoidable human and organizational problems.
Two practices
anchor the work
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Fast & Frequent 1:1 Method
Short, consistent conversations that help leaders stay close enough to the work and the person to understand priorities, pressure, progress, and changing capacity.
These are not additional heavy meetings. They create the regular relational rhythm that helps keep a pulse on what’s happening, notice changes sooner, and address issues before they grow. -
Supportive Conversation Method
A repeatable method for navigating the human realities that surface at work.
Leaders learn how to move beyond the visible behavior, understand what may be needed, respond appropriately, preserve accountability, activate support, and follow through.
What does human capability look like in practice?
4x more engaged
more engaged employees who have at least one meaningful conversation each week with their manager are nearly four times as likely to be engaged.
Only 16%
say their last conversation with their manager was extremely meaningful.
20% vs. 50%
Only 20% of employees say they receive weekly feedback, while 50% of managers believe they provide it weekly.
42%
of employees who voluntarily left said their manager or organization could have done something to prevent their departure
All data from Gallup