Why Develop Mid to Senior level managers

  • People going up a gray industrial staircase

    Organizational Culture & Employee Experience

    Builds psychological safety through transparent conversations

    Reinforces culture and values in real-time leadership behaviors

    Supports wellbeing and engagement in uncertain times

    Creates visible "moments of intentional leadership"

  • $100,000+ Lost in Productivity per Manager

    Poorly trained managers cost organizations an estimated $100,000 or more annually due to inefficiencies, turnover, and disengagement.

    (Source: Gallup, CCL, McKinsey estimates)

  • Replacing a Mid-Level Manager can cost 150% of Salary

    Hiring and onboarding new leaders is expensive—especially when they leave due to burnout, lack of growth, or unclear expectations.

     

    (Source: SHRM, HBR)

  • Two deer, one with a shortened neck, standing in a field with a blurred forest and hills in the background, black and white photo.

    70% of Employee Engagement Depends on the Manager

    Engagement is a direct function of management quality.
    Employees with disengaged or ineffective managers are 4x more likely to leave.
     
    (Source: Gallup)

  • CHROs today face intense pressure to do more with less. Mid-level managers serve as vital connectors between senior leadership and the front line - operationalizing strategy and driving employee engagement and retention. Meanwhile, leadership pipelines are thinning, change fatigue threatens performance, and workforce transformation demands faster reskilling, adept communicators, and adaptive leaders.

    Traditional leadership programs can’t keep pace and miss the mark on delivering a tailored solution based on real-time individual and company needs.  Sprint Coaching is designed for this moment.

  • A focused, 3–4 month coaching sprint where leaders focus on 1–2 meaningful behavioral shifts directly tied to business priorities.  

    Each sprint includes: Stakeholder feedback and accountability; Reflective coaching and growth planning;  On-the-job practice and experimentation; Organizational reporting on trends and impact.

    This model enables organizations to develop leaders more quickly, scale their impact affordably, and achieve visible results within a matter of months.

  • The power of Sprint Coaching lies in the collective global leadership experience of three seasoned coaches, each bringing over 25 years of industry experience and a unique lens on leadership, behavior, and organizational systems. Together, they provide contextual intelligence that enables leaders and organizations to grow in tandem.

    Cecilie Everly – Leadership & Organizational Transformation

    Draws on firsthand leadership experience in driving change and organizational effectiveness, coaching leaders to turn strategy into action and grow from “doer” to strategic thinker.

    Lindsey Schrader – People Development & Leadership Insight

    Combines expertise in organizational dynamics, motivating teams, and behavioral psychology to strengthen influence, executive presence, and team performance.

    Andrew Farnsworth – Executive Performance & Systems Thinking

    Brings deep experience working with global business and functional leaders across multiple industry sectors, fostering clarity, composure, and systems-level thinking under pressure.

    • Rapid Growth: Measurable behavior shifts in 3-4 months.

    • Scalable Development: Coaching model adaptable across leader levels.

    • Sustainable Change: Leaders create a living growth plan and identify stakeholders to help them sustain progress.

    Sprint Coaching turns leadership potential into visible performance—quickly and practically.

Manager Challenge Sprint Coaching Solution
Transitioning from expert to leader Build confidence, delegation, and strategic influence.
Leading through ambiguity Strengthen resilience, systems awareness, and communication skills.
Balancing execution with strategy Cultivate focus, prioritization, and decision-making clarity.
Building visibility and influence Forge authentic stakeholder relationships and seek feedback to expand credibility and trust.
Enhancing communication skills Expand communication approaches and adaptability, and develop executive presence.