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