The pattern I keep seeing
Not a content problem. A behaviour problem.
Your managers have been through induction, maybe a workshop or two. Some have had a 360. They can recite what good management looks like.
But when you look at engagement scores, turnover or exit interviews, the same issues keep coming up. Each of them has a week in Lead12.
What you get
Built for the person who owns manager capability.
One programme for the whole manager layer
The Leadership Behaviours Scorecard in Week 0 and Week 12, plus managers’ own look back at where they started. Eight dimensions.
An anonymised cohort report
Combined results, dimension by dimension, after the wrap-up. Never an individual manager’s answers.
Almost no admin
A next step for managers who want more
One-on-one coaching can be offered, as a separate conversation once the cohort is under way.
Why we don't track completion
Nobody takes a roll call. On purpose.
Attendance tells you who turned up, not who changed. When practice is tracked, it turns into compliance: people do the minimum and say the right things.
Lead12 is voluntary by design. Managers choose to take part and choose their level each week. Their answers stay with them, which is why they’re honest. And honest answers are what make the Scorecard worth showing to your board.
What you'll see
- The cohort’s Scorecard results at the start and the end
- Managers’ own look back at where they started
- The shift on each of the eight dimensions
Reported only for groups of five or more.
What you won't see
- Any individual manager’s answers
- Who did which week
- Attendance or completion lists
- What managers say in the cohort channel
How buying works
Four steps from first call to kick-off
1
A 30-minute conversation
About your managers and what success would look like for you.
2
A proposal within 48 hours
Cohort size, dates and prices, in writing.
3
Names and dates
You send names and work emails. We lock in the kick-off and wrap-up.
4
One invoice
Before the kick-off, payable within 14 days.
Getting the most out of it
What makes the best cohorts work.
Talk about it three times
A short word from a senior leader at the kick-off, halfway through and at the wrap-up.
Leaders ask, they don't check
“Which level did you go for this week?” in a team meeting does more than any reminder email.
Put whole teams together
When managers and their own manager are in the same cohort, they share the wins and the struggles.
Questions HR usually asks
Who is Lead12 for?
Every manager, team leader and supervisor, from new team leads to senior managers. Most organisations run it with their whole manager layer as one cohort.
Do managers have to take part?
No. They choose to take part each week and pick their own level. The nudge comes from peers doing the same challenge, and from senior leaders raising it in their own team meetings.
Is this a subscription?
No. One cohort, one price, paid once. Run one cohort with all your managers, or several over time.
Can someone join after we've started?
Yes, until the end of Week 1. After that the sequence matters, so new managers are better off in your next cohort.
How much time does it take each week?
About ten minutes: a short Monday video, a one-page playcard and a question to end the week. The challenge itself happens inside normal work, so there are no extra meetings.
What does HR actually see?
Combined, anonymised Scorecard results for the cohort, dimension by dimension, for groups of five or more. Never an individual’s answers, and no attendance or completion lists.
How is this different from a video library?
A library is something managers can open. Lead12 is something they do: one habit a week, in order, with their peers doing the same thing at the same time.