Leadership Development by The New Standard

Managers Don't Need More Training. They Need to Become Leaders.

Your managers set the ceiling, or raise the floor, for every person they lead. We develop managers into leaders through an identity shift that holds under pressure, not skills training that fades.

✓360° assessments that show leaders how they really lead
✓Peer cohorts of leaders at the same level, from other top organizations
✓Sustained 1:1 coaching that makes the change stick

Named a 2026 Top Leadership Training Watch List Company by Training Industry

Named a 2026 Top Leadership Training Company (Watch List) by Training Industry. 9+ years developing leaders, 30+ expert executive coaches, thousands of alumni across Fortune 500 organizations.

Ready to build stronger leaders?

Tell us about your leaders. In one call, we'll tell you which program is the right fit, or whether it's not us.

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Takes 30 seconds. Next step: pick a time on our calendar.

Named a 2026 Top Leadership Training Company (Watch List) by Training Industry. 9+ years developing leaders, 30+ expert executive coaches, thousands of alumni across Fortune 500 organizations.

Trusted to develop leaders at

THE OPPORTUNITY

Every Team Rises, or Stalls, at the Level of Its Manager

Strategy is set at the top, but it lives or dies with the managers who carry it to every team. A manager who grows multiplies leadership across everyone they lead; one who plateaus becomes the ceiling. That makes your manager layer the highest-leverage investment in your organization.

22.3%

of revenue variance is determined by how well middle managers lead

Wharton research, Prof. Ethan Mollick

Up to 21x

greater shareholder returns for organizations with top-performing middle managers

McKinsey Research

THE COST

Training Fades. Behavior Change Sticks.

A manager goes through training, learns the frameworks, and understands what good looks like. Then the business shifts under them, a reorg, a new boss, a role that’s suddenly unclear, and it stays that way for months. Under that kind of pressure, most managers revert to what feels safe: they put their head down and focus on the work they know how to do, instead of leading the way the business needs them to. Senior leaders see no change against the objectives they care about, and the investment hasn’t moved the needle.

82%

of behavior change from training is lost within one month without reinforcement

Ebbinghaus Forgetting Curve

75%

of organizations rate their own leadership training as ineffective

Bersin by Deloitte

THE SHIFT

Leadership Development Built on Identity, Not Just Skills

The leaders who break this cycle aren’t the ones with the best frameworks. They’re the ones who shifted how they see themselves, from deriving value out of what they produce to deriving it from what they unlock in others.

WHAT KEEPS LEADERS STUCK

The High Potential Trap

Great executors plateau.

The Reversion Effect

Under pressure, skills evaporate. The old identity takes over. And the cycle repeats.

→

What breaks the cycle

The Identity Shift

The leader changes how they see themselves. That’s what makes the skills they already have finally hold.

Leadership Emergence

The leader stops being the ceiling and becomes the floor.

THE TNS METHOD

How the Change Becomes Permanent

Most programs stop at the surface. We go for the 5% that most won’t touch, the depth it takes to make the behavior hold when pressure hits.

Get Clear on Identity

Before frameworks, the leader gets honest clarity on who they need to be, for themselves and for the business.

Pressure Test It

The new identity gets tested against real conditions, not hypotheticals, so it’s proven before it’s needed.

Reinforce Through Peers and Coaching

A peer cohort and sustained 1:1 coaching hold the leader to the shift in the moments it’s hardest to keep.

THE RESULT

Behavior Sticks Under Pressure

Because it’s anchored in identity and not a framework, it doesn’t revert when the business shifts or the playbook runs out.

The Business Feels the Investment

Senior leadership sees the shift show up against the objectives they care about most, not just completion rates.

OUR SOLUTIONS

One Program Fits Your Leaders. Let's Find Out Which.

You don’t need to know which one your leaders need. That’s what the call is for.

Fast Track

Emerging Leaders

“Our best individual contributors just became managers, and they’re drowning.”

Built for

✓First-time and soon-to-be managers
✓High performers with strong execution instincts and an unformed leadership identity
✓Managers who default to doing the work themselves instead of leading through others

4 months

Cohort + 1:1 coaching

360° included

2 to 3 hrs per week

From promoted executor to confident people leader.

Next cohortSeptember to December 2026

Download the Fast Track cohort brochure →

Accelerate

Mid-Level & Senior Leaders

“My experienced managers are still operating like executors, not enterprise leaders.”

Built for

✓Experienced leaders of teams or functions
✓Leaders ready for bigger scope who revert to the tactical under pressure
✓Managers whose team’s success still depends on them personally staying in the details

6 months

Cohort + sustained 1:1

360° + DiSC assessment

3 to 4 hrs per week

From the ceiling of the team to the floor of the organization.

Next cohortOctober 2026 to March 2027

Download the Accelerate cohort brochure →

THE PROOF

What Happens When Leadership Behavior Changes for Good

90%

of participants stay with their organization three years after their program, vs. 65% industry average

TNS alumni data

promotion rate vs. industry peers

TNS alumni data

82%

report sustained behavior change under pressure

TNS alumni data

This is what happens when development reaches identity. Let’s talk about your managers.

IN THEIR OWN WORDS

Leaders Who Made the Shift

"They are always our first stop when we need expertise in leadership development. The leaders we've sent to the Accelerate and Fast Track programs show up more powerfully and make greater contributions. It's a great investment in talent that helps us retain and develop our future leaders."

Kim Van OrmanChief Human Resources Officer, USI Insurance Services

"Accelerate has done exactly what the name advocates for me. I was able to identify and address my own roadblocks. The recognition from senior leaders and the genuine feeling of increased confidence speak volumes for its impact."

Viviana Qing AbbateExecutive Director, Global Financial Institution

"They are experts in helping propel talent out of their comfort zones, develop confidence, and manage their inner critic. Their equitable program framework has been well received and has produced great results for us."

Patrick ColvinChief Diversity & Inclusion Officer, Head of Talent & Development, Société Générale

"This journey of discovery pushed me to develop bold self-advocacy. After emerging with a strong sense of self and newfound professional confidence, I am certain I now have the tools to move forward in a career path that has no ceiling."

Kelsie JohnstonHead of Beauty & Personal Care, TikTok

Develop the Managers Who Multiply Everything Else

One 20-minute call. You’ll walk away knowing exactly what your managers need next.

Form takes 30 seconds Pick a time on our calendar right after A clear next step for your managers