How you’ll feel AFTER TAKING
THE sUPERVISORY lEADERSHIP development Program

more confident, capable, and positive about your leadership abilities

CLASS RESOURCES

The Supervisory Leadership Development Program (SLDP) is not just about the workshops, but the broader complement of learning modalities that, experienced together on this journey, enhance the transfer of training and retention.

All course materials for the SLDP are hosted on our Thinkific platform (linked below). There, you’ll find:

  • The assigned readings and texts for each module

  • The accompanying PowerPoint presentations

  • A Community to connect with your cohort

  • A dedicated area to submit assignments and reflections

Using Zoom for Class

All SLDP sessions are conducted via Zoom to create a collaborative, interactive learning experience. Here’s what you need to know to make the most of each session:

Before class

  • Make sure you’ve installed the latest version of Zoom

  • Choose a quiet, well-lit space where you can participate without distractions

  • Use a headset or earbuds with a mic for clear audio

  • Have your camera on (unless otherwise discussed) - this supports engagement and discussion

During class

  • Sessions are interactive - you’ll engage in discussion, reflection, and small-group breakout rooms

  • Please arrive on time and stay for the full session to support continuity for yourself and your cohort

  • Use the chat and reaction tools to participate, and raise your hand when needed

Tech support

  • If you experience technical difficulties, try logging out and rejoining the Zoom link

  • You can also email me for help

SLDP Program summary

Program Details

  • Format: Online, instructor-led sessions

  • Duration: Nine sessions across 9-10 months (monthly sessions)

  • Session Length: 3.5 – 4.0 hours each

  • Cohort Size: 10–15 learners

  • Time Commitment per month: Monthly sessions (~4 hours) + mentoring (~1-2 hours) + assignments (~1-2 hours)

  • Cost: $3,995 per learner (includes sessions, assessments, mentoring, coaching)

  • Materials: Digital packets and online assessments

  • Mentoring. 90-minute V-ILT session on Socratic Mentoring

Executive Summary

The Supervisor Leadership Development Program (SLDP) equips supervisors with foundational skills critical for leading teams in today’s complex work environment. Delivered in a 9-10 month, virtual, instructor-led cohort format, the SLDP combines structured learning modules, Mentoring support, one-on-one coaching sessions, ongoing discussion board conversations, and multiple assessments to accelerate a supervisor or managers’ leadership growth. Unlike stand-alone workshops or 3-day leadership conferences, the SLDP integrates multiple modalities sustained over a longer period to ensure a meaningful transfer of learning with measurable outcomes.

Why Choose the SLDP?

As for your leadership team’s development, there are numerous options to choose from. Medium- and smaller-sized organizations cannot typically offer a leadership program on their own. In these situations, the SLDP functions as a consortium solution where several companies can register their leaders for just what is needed. 

The SLDP provides organizations with: 

  • standardized leadership development for new and seasoned supervisors and managers

  • practical action-learning supported by mentoring & coaching

  • scalability for medium and smaller organizations (as needed)

  • strong, verifiable ROI: improved retention, readiness, engagement

The SLDP is repeated several times throughout the year, which means that whether you have a few or 20+ new or legacy supervisors and managers in the course of a year, the organization will have access to a developmental plan for their success.

Program Objectives & Outcomes

Why is the SLDP program a good fit for the organization’s leadership development efforts? 

The SLDP provides: 

  1. A standard approach. Supervisors/managers gain a common mental model of leadership. 

  2. Scalability. Smaller companies might bring 1-5 supervisors and managers onboard every year, whereas medium-sized companies may have many more. The organization doesn’t need to resource a staff of facilitators for this level of leadership.  

  3. Support for engagement. For organizations trying to retain their employees by improving engagement, the SLDP and effective leadership development is where it begins.  

  4. Improves retention and succession pipelines.  Succession planning, even at the lower end of the leadership ladder means that organizations will strengthen their candidate pools for leadership positions that open up, -and they will open up. 

  5. Lightens the HR burden. HR departments are often overwhelmed with managerial misbehavior or ignorance. Educating your leaders to understand their role, a healthier approach, and legislation that governs the workplace will reduce the reactive nature (burden) of HR interventions. 

  6. An enhanced Mentoring culture. The SLDP is structured to enlist internal Mentors along the way. A Mentoring culture enhances the connection organizational members have with each other. 

Why is the SLDP a good fit for your leaders?

Learner Outcomes. While the organization definitely receives value from the SLDP, what do the learners get for their time investment? They…

  1. Value the Development 

  2. Gain greater self-awareness

  3. Improve their communication skills

  4. Learn about the power of diverse teams

  5. Understand conflict management and emotional intelligence 

  6. Develop individual development plans (IDPs) 

  7. Grow under a Mentor’s tutelage

The SLDP Experience

SLDP is a 9-10 month sustained leadership journey. Learners progress through nine core supervisory modules, supported by assessments, coaching, and mentoring. The program is designed to help supervisors apply skills directly to their work.

Nine core modules

module

1. Introduction to Leadership

2. Leadership Communication

3. The 360: Understanding Our True Selves

4. Understanding Teams/Leadership Styles

5. Managing Conflict

6. Emotional & Social Intelligence

7. Diversity, Equity, Inclusion & Belonging

8. Performance Management

9. Time Management, Delegation & Flow

focus

Program overview, self-awareness, mentoring 

Verbal/non-verbal communication, storytelling

Multi-rater feedback, IDP initiation

Team dynamics, leadership assessments

Conflict styles, Thomas-Kilman assessment

EQ-i 2.0 assessment, emotional regulation

Inclusive leadership, team culture

Feedback, goal-setting, employee engagement

Productivity, delegation, flow states

These topics form the core competency conversations. They would be incorporated in one way or another in most leadership development programs for supervisors and managers. 

However, the SLDP takes a more comprehensive approach. Effective leadership growth is not simply embedded in the topics, -it transitions from the multitude of modalities and application strategies that move the theory and classroom content into one’s leadership behaviors and acumen.

Integrated Modalities. We recognize that people learn differently. While the classroom model has been with us for a long time, we  have learned that it is not always the one and only learning modality that works for everyone. The SLDP incorporates progressive learning theory regarding how we learn: from leadership studies and the critical importance of leadership self-awareness, the neuroscience of mindset and insight, to the action-learning principles from Reg Revans (learning by working on real problems). To achieve that, the learner will experience these learning modalities. 

  • Assessments: 360, EQ-i 2.0, Thomas-Kilman Conflict Mode Assessment, Mouton-Blake Managerial Grid, Lencioni on Teams, and others…

  • Coaching: Two (2) private 60-90 minute sessions with a certified coach

  • Mentoring: Six-month structured mentoring relationship (with a separate learning session for Mentors alone)

  • Discussion Board: Ongoing peer-to-peer dialogue

  • Assignments & IDPs: Practical exercises and Individual Development Plans (IDPs) to anchor learning in the learner’s world

Mentoring

One differentiating factor of the SLDP is our Mentoring program. The learner’s growth is in many ways contingent upon the support that they’ll receive along the way. A supervisor will check in, the facilitator will assign reading or other action planning activities, but a Mentor is the person, dedicated to helping the leader to reflect, take calculated risks, and be accountable to the program’s goals. 

In the first session that we meet with the learner, their first assignment is to seek out and identify a Mentor. Typically, someone within the organization that has been successful in the organization and would be amenable to working with the next generation of leaders will be enlisted and trained as a Mentor for the SLDP. This involves a 90 minute session just for the Mentors to learn about Mentoring, -specifically the Socratic Method.  

In addition to the virtual, instructor-led session, the Mentor will receive a booklet that addresses the topics, the objectives, the action-items recommended for the learners, and they will understand the assessments that the learner will take. For each session, a list of open-ended questions are provided as support material for the Mentor to use as appropriate.

Summary & Next Steps

The Supervisor Leadership Development Program delivers a scalable, high-value solution for organizations committed to building strong leaders from day one. SLDP is available as an internal (closed) cohort model or through an open-enrollment, cross-organization consortium. Outsourcing this aspect of your organization’s development is a strategic decision that enables the learning function to focus on other training priorities (sales, customer service, quality, safety, etc.).

Set up a time with me and let’s see if a partnership would benefit your organization.

Accelerated Leadership Growth & ROI

SLDP strengthens leadership pipelines by accelerating supervisor maturity. Organizations benefit from several metrics, some immediate, some evident over time: 

  • Higher engagement and retention

  • Improved succession readiness

  • Stronger team performance

  • Measurable growth through assessments, IDPs, and applied exercises

Participants grow by trial-and-error application, reflection, and ongoing mentoring. Some organizations follow up with 360 assessments 12-18 months post-program to measure leadership development impact.