Why It Matters
70% of employees say their manager has more impact on their mental health than their doctor or therapist.
(Source: https://www.ukg.com/resources/article/state-workplace-mental-health-2023)
So here’s the question: what happens when new leaders are thrown into people leadership without the skills, structure, or support they need? The answer is costly—turnover, disengagement, and trust breakdowns that ripple across teams.
What Our Emerging Leader Programs Deliver
- Tools for setting clear expectations and boundaries
- Frameworks for giving and receiving feedback
- Communication skills that reduce conflict and boost clarity
- DEI-informed self-awareness and trust-building practices
- Real-time coaching simulations for tough conversations
- Coaching-infused peer circles with 1:1 and group sessions
How We Deliver Development
- Multi-session intensives (virtual, in-person, or hybrid)
- Integrated into broader strategic planning or DEI efforts
- Reflective journals, action assignments, and check-ins
- Optional peer circles or supervisor coaching integration
Why This Isn’t Just Soft Skills Training
JADE’s approach blends coaching and facilitation so emerging leaders practice—not just listen. We guide new leaders through tension, ambiguity, and people-centered pressure. We guarantee every participant will leave with a plan, a language, and a toolset they can apply immediately—or we’ll redesign the session for free.
The Hidden Cost of Underdeveloped Leadership
Organizations often promote high performers into leadership roles without training—and then wonder why performance stalls. According to Gallup, managers account for at least 70% of the variance in employee engagement. If your managers aren’t equipped, your culture, retention, and performance will reflect that. (Source: https://www.gallup.com/workplace/236441/right-manager-developing-talent.aspx)
New leaders are under pressure to perform, guide others, and manage change—yet they’re rarely given the skills or mentorship they need. JADE’s emerging leader programs reverse that pattern by meeting them at the start—with clarity, tools, and confidence.
More Strategic Outcomes You Can Expect
- Reduced turnover of new managers due to burnout or confusion
- Increased team productivity and alignment under newly promoted leaders
- Decreased interpersonal friction and escalations
- Greater leader self-awareness tied to culture and DEI goals
- Stronger organizational pipeline for internal succession