Military Leadership.
Non-Militant Delivery.
Why we do what we do
Leadership is a lonely place - it's more lonely when you don't know what you're doing.
The Standard
Students learn HOW to think, not WHAT to think.
Every organization’s DNA is unique – a different vision, mission, and core values that sets their standard. Our job is to train people how to think, decide, communicate, and act inside of that identity in order to lead the people responsible for accomplishing the mission.
Mission First, People Always. People First, Mission Always.
Our Differentiator
Our Advisors.
Imagine a highly interactive skill that requires constant repetition and experience – now imagine being taught that skill by someone who has never done it. We won’t allow that. Our Advisors have lived what they teach, and their expertise was forged where the stakes are more than dollars and cents – they can be life and death.
Our teachings and methodologies have been empirically proven.
The Leadership Academy
Rising Leaders Development Course (RLDC)
RLDC 101
Foundational, interactive course for entry-level professionals that instills the mental skills and people skills needed in the workplace. Designed to create promotable team players in a professional setting.
- Length · 6 weeks
- Cadence · weekly
- Format · in-person, live-virtual
- Size · 12–25 students
- Structure · 5 modules, 1 phase
RLDC 102
Interactive, developmental course for entry and mid-level leaders that instills the communication and people skills needed to lead teams. Designed to create confident leaders who understand how to align with senior leadership through their company’s mission and core values.
- Length · 12 weeks
- Cadence · weekly
- Format · in-person, live-virtual
- Size · 12–25 students
- Structure · 11 modules, 2 phases
RLDC 201
Mid-level, experiential leadership course for leaders of leaders striving to advance their careers – designed to create promotable team players whose values align with the company and use them to maintain accountability without losing initiative in a professional setting.
- Length · 12 weeks
- Cadence · weekly
- Format · in-person, live-virtual
- Size · 12–25 students
- Structure · 9 modules, 2 phases
RLDC 301
Customized programs for specific targeted outcomes and challenges.
- Length · TBD
- Cadence · TBD
- Format · TBD
- Size · TBD
- Structure · TBD
RLDC 121
A 1:1 program for the individual seeking continued development in a structured format that is tailored to their current position and future aspirations. Centered around the conversations that accompany conflict resolution, it can be used as a personal continuation of other RLDC modules or stand-alone development.
- Length · 6 months
- Cadence · every other week
- Format · live-virtual
- Size · 1:1
- Structure · 11 principles, 16 traits, 6 critical conversations
Team Building & Special Events
Keynotes
From the battlefield to the boardroom, our speakers can relate to a very wide audience. Tell us the message you’re trying to send, and we’ll find the right speaker who can tailor the right story for your audience.
- Length · 30–60 min
- Audience · stakeholders
- Speaker · various
Fireside Chats
These are intimate conversation not meant for a wide audience due to sometimes sensitive topics and information. The lessons learned here are not for the feint of heart.
- Length · 1-2 hours
- Group · 8-15
- Setting · on-site or hosted
Team Building
Scenario-driven exercises run with your intact team. Your people are challenged to think, decide, and act in a foreign environment using the same values and principles you ask them to apply daily.
- Format · half or full day
- Group · TBD
- Location · various
Networking Events
This is networking with a purpose. Professional knowledge and decision-making is put to the test as attendees are challenged to think, decide, communicate and act in a physical setting while making new connections.
- Format · afternoon
- Group · executives
- Cost · invitation
L&D that is Unique, Proven, Effective
Why it works
We check the boxes for effective L&D
Learning & development must be effective – otherwise, it is a waste of money. Our programs check the three boxes of effective L&D.
Empirically Developed.
We use military philosophies, curriculums, and methodologies that have been proven over 200 years, then translated for business. Our delivery is not militant – it is simply based on traditional learning methods that drive retention and implementation.
Compelling.
Our programs are executed in small group settings and led by instructors who have lived and survived by the materials they teach. Students will say, “yes, this is a better way than I’m currently doing it.” Unless they believe it’s better, they’ll never implement it.
Steep in Participation & Application.
There is no point learning something unless one can see how it can be applied in practice. Each program is highly interactive, with more dialogue and application of learning than instruction. Small group settings enable a high level of experiential learning.
How we teach
A Proven Methodology
Proof of effectiveness means that knowledge is retained and skills are implemented. We employ a methodology of repetition that’s been working for over 250 years. One-and-done doesn’t work.
Instruction.
The lessons and the standard are taught collectively so that everyone hears the same message.
Dialogue.
Then the subjects discussed and debated so that everyone can ensure they understand the lessons.
Practice.
Then it’s applied and practiced in a fail-safe environment to ensure that the lessons take hold.
Debrief.
Then the practice reps are dissected while the mistakes are fresh, and in order to be better the next time…then we do it again.