A leadership cohort in discussion around a boardroom table
LeaderDNA Leadership Impact System™

Ninety days. One cohort. A delta you can defend.

Development Tracks bundle our assessments into a sequenced 90-day arc for a group of leaders — baseline, coaching, and a re-take that shows exactly how far each person moved.

See the three tracks Talk to us about a cohort
3
Prebuilt tracks
90
Day measured arc
4
Assessments per track
1
Growth Index delta

Most leadership programs end with a feeling. This one ends with a number.

STEP 1

Build the cohort

Pick a track, add participants by name and email. Members can come from one company or several — no org setup required.

STEP 2

Tune the cadence

A setup wizard lets you enable or disable each assessment, shift day offsets, and confirm every invite date before anything sends.

STEP 3

Launch and coach

Invites fire on schedule. Each participant gets a Growth Track per assessment, so debriefs and coaching sit on real data.

STEP 4

Prove the movement

The day-90 re-take produces a Growth Index delta and a branded participant progress report you can hand to a sponsor.

The tracks

Pick the seat your leaders are sitting in.

Each track is a curated bundle of existing LeaderDNA assessments with timing, focus areas, and a phase-by-phase arc. Consultants can swap instruments or save their own template.

Track 1

Emerging Leader Track

High-potential individual contributors preparing for their first leadership role

Builds self-awareness, emotional control, and the visible habits that get someone selected for their first leadership seat — with day-90 evidence of movement.

Focus areas

  • Personal style and how it lands on others
  • Influence without positional authority
  • Emotional control under pressure
  • Feedback: asking for it and using it
  • What readiness for the first leadership seat actually requires

Assessment schedule

  1. DISC Profile
    Week 1 — baseline
    Day 0 — sends at launch
  2. Leadership Readiness Assessment™
    Week 1 baseline, re-taken at day 90
    Day 0 — sends at launch · re-takes every 90 days
  3. Emotional Intelligence
    Week 2
    Day 7 · week 2
  4. Leadership Potential Assessment™
    Week 4
    Day 21 · week 4

The 90-day arc

Days 1–30
See yourself clearly

DISC plus a readiness baseline. One cohort kickoff session and a 45-minute individual debrief each.

Days 31–60
Practice the shift

Style-flex drills with real work scenarios. Each participant picks two readiness dimensions to work.

Days 61–90
Show the evidence

Readiness re-take, Growth Index delta, and a one-page case each participant presents to their sponsor.

What you walk away with

  • Every participant can name their style and adapt it deliberately
  • A documented readiness delta over 90 days, not an opinion
  • A defensible shortlist of who is ready for a first leadership role
Track 2

New Manager / Supervisor Track

First-time people leaders in their first 24 months

The transition from doing the work to leading the people who do it — accountability, feedback, and delegation, measured before and after.

Focus areas

  • Moving from peer to boss
  • Holding accountability without damaging the relationship
  • Delegation and letting go of the work you were good at
  • Coaching conversations and corrective feedback
  • Reading a team's dynamics, not just its output

Assessment schedule

  1. DISC Profile
    Week 1 — baseline
    Day 0 — sends at launch
  2. Leadership Readiness Assessment™
    Week 2 baseline, re-taken at day 90
    Day 7 · week 2 · re-takes every 90 days
  3. Emotional Intelligence
    Week 3
    Day 14 · week 3
  4. 360° Leadership Effectiveness
    Week 5 — direct reports, peers, manager
    Day 28 · week 5

The 90-day arc

Days 1–30
Name the transition

DISC and readiness baseline, plus a cohort session on the peer-to-boss shift.

Days 31–60
Hear it from the team

360 launched and debriefed. Two development priorities selected from the lowest-rated competencies.

Days 61–90
Prove the change

Readiness re-take, delta review, and a 30/60/90 commitment signed with their own manager.

What you walk away with

  • New managers have real feedback from their team in month two, not year two
  • A measured readiness delta on every participant
  • Two named, documented development priorities per manager
Track 3

Executive Leader Track

Senior Directors, VPs, and C-suite leaders

Executive presence, enterprise thinking, and the derailers that end senior careers — assessed at depth and re-measured at day 90.

Focus areas

  • Executive presence and the room you walk into
  • Enterprise thinking over functional thinking
  • Derailers that surface only under sustained pressure
  • Building and reading the bench below you
  • Decision quality when the data is incomplete

Assessment schedule

  1. Executive Performance Assessment™ (LEPA)
    Week 1 baseline, re-taken at day 90
    Day 0 — sends at launch · re-takes every 90 days
  2. 360° Leadership Effectiveness
    Week 2 — board, peers, direct reports
    Day 7 · week 2
  3. Leadership Derailers Assessment™
    Week 4
    Day 21 · week 4
  4. Core Competency Index
    Week 6
    Day 35 · week 6

The 90-day arc

Days 1–30
Evidence at depth

LEPA baseline plus a 360 with board and peer raters. Ninety-minute individual debrief.

Days 31–60
Work the risk

Derailer profile and Core Competency Index. Executive coaching against the two largest exposures.

Days 61–90
Re-measure and report

LEPA re-take, Growth Index, and a talent-review-ready summary for the CEO or board.

What you walk away with

  • A board-ready executive profile per leader, backed by data
  • Derailer risk surfaced before it costs the company a leader
  • A 90-day performance delta the CEO can see

From assessment to measurable impact.

Run a cohort for your own team, or deliver these tracks to your clients as a certified LeaderDNA consultant. Either way, the day-90 number does the arguing for you.

Start a cohort conversation Explore the Impact System