Organizational Leadership Development Program
Built to implement consistent management standards and deliver measurable results
Most organizations invest in leadership training. Managers attend workshops, complete assessments, and give positive feedback. Yet months later, the same problems remain: inconsistent management, unclear goals, weak feedback, and avoidable turnover.
The issue is not motivation. It is the absence of shared management standards and implementation support. The Monday Simon organizational leadership development program is designed to fix that by installing practical management fundamentals across teams, not by training managers in isolation.
Organizational Leadership Development Program for Managers
Why leadership development fails at the organizational level
Training does not transfer into daily management
Most leadership programs focus on inspiration and theory. Managers leave motivated but unsupported. Without tools, follow-up, and accountability, behaviors revert quickly.
Management practices vary by team
When each manager relies on personal style instead of shared standards, organizations struggle to scale. Expectations differ across teams, creating confusion, inconsistency, and risk.
No measurable ROI
HR teams are left with attendance data and satisfaction scores, but no clear link to performance, retention, or execution quality. Leadership development becomes a cost, not a lever.
These are system problems, not individual failures.
The manager development program
An organizational leadership development program designed for rollout, not one-off training
This program is deployed through the Monday Simon Manager Development Program, a structured system that HR and leadership teams use to standardize how managers operate.
Program
Module 1 : People Management Fundamentals
7 Lessons
Learn what managing people actually means and avoid the common mistakes that derail managers.
Program
Module 2 : Setting SMART Goals and Objectives
9 Lessons
Replace vague goals with clear objectives that align teams, drive execution, and support performance tracking.
Program
Module 3: Developing team Members for talent retention
8 Lessons
Build development plans that create visible growth paths and reduce the risk of losing high-performing employees.
Program
Module 4: Feedback & Coaching conversations
12 Lessons
Learn how to handle feedback conversations with structure and confidence to improve performance without conflict.
Program
Module 5: Performance management in practice
7 Lessons
Apply a performance management process that supports fair evaluations, promotions, and salary decisions.
Program
Module 6: Recruitment in practice
11 Lessons
Run a structured recruitment process that helps managers make better hiring decisions and onboard the right profiles.
Practical manager
tools
Templates, scorecards, feedback scripts, and rollout-ready manager tools used consistently across teams.
30-day implementation support
Direct access to Simon to support HR and leadership teams during rollout, adoption, and early execution.
Fast and focused
Short, no-fluff modules for immediate on-the-job application, enabling managers to translate learning into consistent day-to-day management practices.
What managers apply on Monday actually stick
Used by managers who move from theory to consistent, on-the-job execution.
The 30-day support made all the difference. Instead of getting lost after the workshop, Simon helped me roll out the practices step by step. It saved me time and gave me confidence in handling tough feedback conversations.
Aisha
Marketing Manager
The program helped me move from firefighting to actually managing. The goal-setting tools gave me clarity, and my team now has clear action plans instead of vague directions.
Julien
Sales Manager
“What I liked is that Simon doesn’t sugarcoat management. The tools are simple, but they force you to actually lead. I became more confident in holding my team accountable.”
Emily
CS lead
“What makes this program different is how interactive it is. The lessons come with exercises and scenarios that feel real, not academic. It’s hands-on learning, perfect for someone just starting out in management.”
Sunil
Project Manager
“The personal support was a big surprise. Simon gave me practical advice for real problems I was facing as a new manager, which gave me the confidence to handle tough conversations with my team.”
Dea
Operations manager
“What made the program different was Simon’s personal support. Whenever I felt stuck, he guided me with clear advice and pushed me to put things into practice. It never felt like I was learning alone more like having a coach walking alongside me.”
Stephane
Product Manager
How organisations use this training
The Manager Development Program is not sold as a standalone course. It is deployed by HR and leadership teams as part of broader people development initiatives. Organisations use it to establish shared management standards, reduce inconsistencies across teams, and support managers during key transition periods. This program provides a foundation that managers can apply consistently, regardless of function or seniority.
Frequently Asked Questions
How long does the program take to complete?
The core training takes approximately 4–5 hours per manager, spread across 6 modules.
However, this is not designed as a one-off learning sprint.
The program is intentionally structured so managers apply each module with their teams before moving on. Most organisations roll it out over 4 to 8 weeks, depending on pace, internal priorities, and implementation support.
The objective is behavior change and adoption, not fast completion.
Can this integrate with our existing learning management system?
Yes. The program can be deployed in several ways depending on your setup:
– Access via the Monday Simon platform
– Integration into your existing LMS or internal academy
Hybrid rollout combining LMS access and live implementation support
For organisations with internal L&D platforms, the content can be aligned with your learning structure and rollout plan. The focus is flexibility, not forcing a new system.
What ongoing support do you provide after implementation?
The Manager Development Program follows a structured diagnose → develop → implement → measure approach.
This typically includes:
1. Initial 360 assessment (before training)
Managers complete a 360-degree leadership assessment to establish a clear baseline of management behaviors and gaps.
2. Targeted training modules
Managers complete the core training modules, focusing on practical people-management fundamentals aligned with their assessment results.
3. Implementation & coaching support (30 days)
Managers apply the tools with their teams, supported by coaching and implementation guidance to ensure real behavior change.
4. Follow-up 360 assessment (after 90 days)
A second 360 assessment measures progress, adoption, and ROI at the individual and organizational level.
How long does it take to see results across the organization?
Most organizations see initial behavioral changes within 30 days and measurable business impact within 3-6 months. The timeline depends on implementation support, manager engagement, and organizational commitment to change. Organizations that actively support application and provide practice opportunities see faster results than those that treat this as just another training requirement.
What is the minimum number of managers for organizational pricing?
Organizational packages typically start with a pilot group of 10 managers and scale based on your needs. The pilot allows you to validate adoption, measure impact through the 360 assessments, and refine the rollout before broader deployment. We offer volume pricing and can design custom packages for larger implementations based on organization size and scope. The focus is on creating sustainable management standards and measurable change, not just selling training seats.
