Great leaders aren’t born. They’re developed — with the right tools, at the right time.
The Leadership Pipeline is the first to offer the principles of identifying and building an effective agile structure that enables the achievement of a sustainable competitive advantage through the work of people.
Leadership isn’t a one-size-fits-all role. As people move from expert to manager or from managing tasks to leading others, their priorities, behaviors, and impact must shift. Most leadership programs ignore these critical transitions — and that’s where they fail.
We don’t.
Through our partnership with the Leadership Pipeline Institute® (LPI), we help you grow leaders who are not just promoted — but truly prepared. The model defines what success looks like at every level, focusing on shifts in time use, skills, and leadership value — all aligned with your strategy.
And it works. A large share of Fortune 500 companies use LPI’s methodology as their leadership backbone. It’s active in 75+ countries, supported in 20 languages, and delivered by experts in 30+ global cities.
It’s one of the most trusted leadership models worldwide — and we tailor it to your people, business, and future.
In today’s dynamic business environment, effective leadership is not just about individual capabilities but about aligning leadership development with organizational strategy. The Leadership Pipeline Institute (LPI) offers a comprehensive framework that ensures leaders at all levels are prepared to meet the specific demands of their roles.
LPI's model delineates clear expectations for each leadership level, focusing on the unique value creation, time application, and skills required. This clarity ensures that leaders transition effectively, reducing the common pitfalls associated with role changes.
Unlike generic training programs, LPI emphasizes the importance of transitions between leadership levels. Our approach addresses the shifts in mindset and behavior necessary for leaders to succeed in new roles, ensuring sustained performance.
LPI's commitment to measurable outcomes sets us apart. Utilizing a robust impact measurement system, we track changes in knowledge, attitude, and behavior, ensuring that leadership development translates into tangible business results .
With a presence in over 25 countries and programs available in 20 languages, LPI combines global best practices with local insights. Our extensive network ensures that leadership development is culturally relevant and aligned with regional business contexts.
LPI's methodology is not isolated to individual development but is integrated into the organization's fabric. By aligning leadership development with business strategy, they foster a culture of accountability and continuous growth .
The Leadership Pipeline model delivers strategic value across the entire organization — from top-level leadership to individual professionals.
Whether you’re designing development programs, managing teams, or planning your career, the framework provides clarity, accountability, and alignment.
Drives accountability for leadership performance
Enables strategic succession planning
Supports fair selection and performance assessments
Helps L&D focus on full-role transitions, not just skills
Clarifies leadership expectations
Empowers daily, leader-led development
Brings objectivity to selection and de-selection
Helps define the right career path
Clarifies what to expect from direct managers
The shift from individual contributor to people manager is one of the most critical — and most underestimated — transitions in a person’s career. What made someone successful as an expert is no longer enough. Now, they must achieve results through others, manage performance, give feedback, and build team trust — often with little to no preparation. Without support, many new managers default to doing their old job or micromanaging. Supporting this transition isn’t just a nice-to-have — it’s essential for building a healthy leadership culture, boosting engagement, and avoiding costly management mistakes early on.
Key Benefits:
New leaders gain clarity on their role and responsibilities, reducing the trial-and-error phase.
Equipped managers know how to motivate, coach, and delegate — leading to more engaged and productive teams.
Prevent common first-time leader pitfalls like micromanagement, unclear expectations, or conflict avoidance.
Teams led by prepared managers experience better communication, clearer direction, and higher job satisfaction.
Supporting this early transition lays the foundation for growing confident, capable leaders who are ready for the next level.
The move from leading individuals to leading other leaders is one of the most misunderstood transitions in organizations. It’s often assumed that a great people manager will naturally succeed in this role — but that assumption can quietly undermine strategy execution, team development, and performance.
Leaders of leaders sit at a crucial intersection: they shape culture, drive collaboration across teams, develop new managers, and translate strategy into results. Without proper support, they often fall back into managing everyone directly — blocking their team’s growth and limiting their own impact. Supporting this transition means building scalable leadership capacity and setting the stage for long-term organizational success.
Key Benefits:
Equip leaders to coach and develop their team leads, not just manage tasks.
Stop micromanagement by teaching leaders to lead through others, not around them.
Help leaders break silos and align efforts across units and departments.
Clarify how leaders at this level translate big-picture strategy into day-to-day operations.
Create a healthy flow of leaders who not only deliver results but grow the next generation of talent.
The analysis shows us how much knowledge and changes the participants have adopted and how many changes have really stuck after a few months of the program. Changes in individuals are measured in knowledge, attitude and behavior.
The test is performed 3 times:
– before training,
– as an immediate follow-up after training
– 3-6 months after training, which leads to a sustainable effect.
Ready to make change work for you? We help businesses grow, adapt, and stay ahead with strategic insights and hands-on expertise. Let’s talk.
CEO, Senior Advisor, Certified Prosci Instructor, IMGB Innovation Management Green Belt™️
Communication Expert, Change Management Expert, People Activation Expert
