Your managers will lead differently within a quarter. You will have the number that proves it.
We measure fifteen leadership behaviors before we start and again ninety days after we finish, scored by each manager’s own boss, not by us. If the numbers do not move, we run another full coaching cycle at no cost.
Book Your Leadership Transfer DiagnosticYour managers went to the training. Six weeks later, nothing is different.
This is not a content problem. It is a transfer problem.
People learn concepts in a workshop, return to the pace of real work, and fall back into the habits they already had. Everyone in your organization knows this happens. Almost no one measures it.
You already know how this goes, because you have lived the aftermath. The invoice cleared. The feedback scores were good. Then someone in a leadership meeting asked what actually changed, and the honest answer was that you could not say. Not because the program was bad. Because nobody measured the only thing that mattered.
The cost does not show up on that invoice. It shows up when a good person resigns and names their manager on the way out. When a decision that should take a day takes three weeks. When you bring the next development budget forward and the first question back is what the last one bought.
And if nothing changes, nothing changes. The same managers run the same conversations for another year, the same people leave for the same reasons, and that budget question comes back next spring with a weaker answer than it has this year.
So here is a fair question to put to your last training provider: what did my managers do differently ninety days later, and how do you know?
| Approach | On-the-job application |
|---|---|
| Training alone | 5-10% |
| Training paired with coaching | 80-90% |
| Productivity gain, training alone | 22.4% |
| Productivity gain, training plus coaching | 88.0% |
Baldwin & Ford (1988); Joyce & Showers (synthesized); Olivero, Bane & Kopelman (1997).
One capability. Eight to twelve weeks. Up to seven managers.
Deliberately narrow. One capability, practiced until it holds, then measured.
Most leadership programs fail by covering too much. Managers leave with eleven new ideas and adopt none of them. A Tandem cohort builds one capability, reinforces it across live coaching sessions, and measures whether the behavior actually changed before moving on.
- Baseline measurement. Two weeks before kickoff, each manager rates themselves on fifteen leadership behaviors, and their own boss rates them on the same fifteen. Two views of the same thirty days.
- Executive alignment session. Sixty minutes with the senior leader who owns this, usually a CHRO, VP of People, or the managers’ own manager, so the cohort targets the behaviors your business actually needs.
- One leadership course. Chosen from four tracks, matched to the problem you’re solving.
- Facilitated coaching sessions. Ninety minutes each, live and virtual, one every two weeks. The number matches your chosen course, from four to eight. This is where a concept becomes a habit.
- Closing workshop. Ninety minutes of reflection, action planning and commitments.
- Executive debrief. Your senior leader receives the measured results: what moved, what didn’t, and what to do next.
- Ninety-day re-measurement. The same fifteen behaviors, the same raters. This is the number the guarantee rests on.
Nine courses. Six cohorts. A management team built over eighteen months.
Sessions run every two weeks, so a cohort takes eight to twelve weeks and fits inside a quarter. One cohort per quarter builds four capabilities in a year, and the full catalog of six in about eighteen months. Many teams spread it further as new managers move up.
What the whole path costs
Every one of these courses bought one leader at a time, for a team of seven managers, is $124,775. Run as six cohorts at the multi-cohort rate, the same catalog is $76,500, and it arrives with measurement, an executive debrief and the Ninety-Day Guarantee attached to every single cohort.
Start with any cohort. Each one stands alone, each one is measured, and you are never committed to the next.
Everything in one cohort
| Included | Detail |
|---|---|
| Manager Effectiveness Index | Baseline, exit and ninety-day re-measurement. Each manager scored by their own boss, with a self-rating recorded alongside it for comparison. |
| One leadership capability | Full TandemTools course access, videos, assessments, application instructions and the tool library, for every participant. |
| Facilitated coaching sessions | Ninety minutes each, live and virtual. The number matches the course you choose, from four to eight sessions, exactly as the individual version of that course includes. One every two weeks, so four sessions runs eight weeks, six runs twelve, and the change capstone runs sixteen. |
| Closing workshop | Ninety minutes of reflection, action planning and commitments. |
| Executive Debrief Report | Measured results, what moved, what didn’t, and recommended next actions. |
| Executive Alignment Session | Sixty minutes with your senior leader before kickoff, so the cohort targets the behaviors your business actually needs. |
| Ninety-Day Reinforcement Series | Twelve weeks of weekly prompts and practice challenges after the cohort ends, covering exactly the window the guarantee measures. |
| An executive coaching session | One private coaching hour for your senior leader, on their own leadership. |
| An eighth seat, at no charge | When you reserve your next quarter’s cohort at kickoff. |
| Up to seven managers, eight to twelve weeks | $15,000 |
Up to seven managers, fully virtual. Measurement, the executive debrief and the Ninety-Day Behavior Change Guarantee come with every cohort and are not available on individual enrollment.
You get a number. You get it three times.
Fifteen specific behaviors across five dimensions, rated by each manager and by the person they report to.
Not a satisfaction survey. Not attendance. Fifteen things a manager either did or did not do in the last thirty days, scored by the person who assigns the work and lives with the result.
A cohort’s results, baseline to day ninety Example
Illustrative example, not a real client. Cohort composite 2.74 → 3.60. Every manager rated by their own boss, with a self-rating recorded alongside.
We do not ask you to trust that behavior changed. We show you.
Most training providers guarantee satisfaction. We guarantee movement in a number that your own people produce.
The Ninety-Day Behavior Change Guarantee
If your cohort completes the program and the ninety-day re-measurement does not show improvement in your team’s composite Manager Effectiveness Index, Tandem will deliver a further reinforcement cycle at no additional fee: another full set of facilitated coaching sessions matched to your course, continued course access, and a second re-measurement ninety days after that cycle closes.
One more full cycle, at our expense, on the same terms.
How the standard is defined
- What we measure. Fifteen behaviors across five dimensions, scored on how often each was observed in the past thirty days.
- Who scores it. Each manager’s own boss, using the same fifteen items at every measurement point. Self-ratings are collected alongside and reported back to the manager, but they are deliberately excluded from the score the guarantee rests on. We grade on what someone else observed, not on what a manager believes about themselves.
- When we measure. Two weeks before kickoff, at the closing workshop, and ninety days after the program ends.
- The standard. The cohort’s composite index at ninety days must exceed its composite index at baseline. We measure the group, not individuals, so no single manager’s circumstances can decide the outcome either way.
- The remedy. A further reinforcement cycle at no charge. More program, not a smaller invoice.
We are the only provider we know of who will put the outcome in writing and let your own senior leader produce the number.
The terms below are not an escape hatch. They are the conditions that make behavior change actually happen, and we would rather agree them with you now than discover at the end that nobody could have succeeded. Read them before you sign, not after.
What we need from you, in full
A program built on practice only works if people show up and do the work. For the guarantee to apply, we ask that:
- Each manager misses no more than one coaching session.
- Each manager completes the course.
- Each manager completes their own self-rating at all three measurement points.
- The same senior leader completes the manager ratings at all three measurement points, each one inside its ten business day window. If that person leaves your organization mid-engagement, we agree a fair basis for comparison with you rather than void the measurement outright.
- The baseline leaves room to improve. If your cohort’s baseline composite comes in above 4.2 out of 5, we will tell you at baseline that there is not enough headroom for a meaningful ninety-day gain. You can proceed without the guarantee or pick a capability where the gap is real.
- Your senior leader attends the alignment session and the debrief, two meetings totaling about ninety minutes.
- Any claim reaches us within thirty days of the ninety-day report.
These are not fine print. They are the conditions under which behavior change actually happens, and we would rather agree them before we start than discover them at the end.
What the guarantee does not cover, plainly
- It is not a refund. The remedy is additional program delivery, and it is the only remedy.
- It covers leadership behavior, which we can measure. It does not promise downstream business results such as revenue, retention or engagement scores. Those depend on a great deal that sits outside a manager’s control, and any provider who guarantees them is guessing.
- A manager who leaves the organization mid-cohort is excluded from the calculation rather than counted as a decline.
- It applies to the cohort composite. An individual manager who does not progress does not by itself trigger the guarantee, though we will tell you about it in the debrief, and we will tell you what we think is going on.
Why we can offer this. Because coaching-reinforced programs move these behaviors reliably, because we require the conditions that make it work before we start, and because we would rather run a second cycle occasionally than sell you a workshop nobody can evaluate.
Credible outcomes from real client work
Three engagements where the brief was behavior, not attendance.
Building Leadership Capability at Scale
A global organization needed to strengthen frontline and mid-level leadership capability across a technical workforce promoted for expertise, not leadership experience.
The challenge: managers needed a clearer understanding of the role of a leader.
What we did: leadership learning, practical tools, and behavior reinforcement, built to run at scale across a technical population.
What changed: leaders gained a clearer understanding of what was expected of them, managers applied leadership skills on the job rather than filing them away, and the approach scaled across the organization without diluting.
Leading Change, Improving Patient Outcomes
A clinical unit faced trust, collaboration, and turnover challenges that were affecting culture and the team’s ability to deliver excellent patient care.
The challenge: team climate and trust needed to improve.
What we did: culture-building, structured dialogue, and direct leadership support inside the unit.
What changed: team climate and communication improved, leaders built momentum across the clinical unit, and the team realigned around patient care.
Creating a Culture of Trust and Accountability
A prestigious college reorganized its leadership structure to break down silos and create stronger collaboration for students, faculty, and leaders.
The challenge: people were unclear about how work connected across groups.
What we did: collaborative structures, clarified roles, and clearer ways of working across teams.
What changed: people better understood how their work connected, leaders created a stronger operating rhythm, and collaboration improved across groups.
Why you will not see generic percentages here
Rather than publishing borrowed industry numbers, we have always defined success with each client at the start of an engagement and connected outcomes to their actual goals and operating context. The Manager Effectiveness Index is the next step in that approach: every cohort now produces its own measured before-and-after, specific to that team. Those are the numbers that will appear on this page.
What it sounds like when it lands.
From leaders who have been through Tandem coaching and courses. Their words, published with their names.
I started with the thought that I was going to learn how to communicate like a leader. Instead I learned how to lead.
Susan Hand
Director of Co-Op, Multidisciplinary Masters of Engineering, Northeastern University
I am a veteran manager… The structure and support of this program was so helpful for me and I am already installing some of my learnings with my team.
Kate Pitman
Senior Director of Digital Marketing, Northeastern University
Jan creates a relaxed and informal atmosphere where I feel very comfortable sharing insights and personal stories. She does not judge and instead reflects our thoughts back on us in a very effective way.
Program Fellow
Diversity Leadership Program, Weill Cornell Department of Medicine
These participants completed individual Tandem courses and coaching circles. The Manager Performance Cohort adds the measurement and the guarantee to that same delivery.
The people who will actually be in the room.
Every session is live and led by one of these coaches. Nobody hands your managers a recording and calls it development.
Who this is for, and who it is not
A fit if you have
- Five to seven managers who lead people directly
- A senior leader, CHRO, VP of People, or the managers’ own manager, willing to spend ninety minutes on it
- A specific problem: inconsistent accountability, feedback that arrives too late, managers who solve instead of coach
- Growth, restructuring or a succession gap putting pressure on your middle layer
- A real willingness to be measured
Not a fit if you need
- Compliance or mandated training
- A one-day offsite or a keynote
- Development for individual contributors rather than people managers
- A program no senior leader will stand behind
- Results before the quarter closes. This is eight to twelve weeks plus a ninety-day measurement
We will tell you on the first call if you are in the right-hand column. It costs us both less than finding out in month three.
One cohort, or a program
Every cohort is $15,000 for up to seven managers. Commit to more than one and the rate comes down.
| Commitment | Per cohort | What it covers |
|---|---|---|
| Single cohort | $15,000 | One capability, eight to twelve weeks, up to 7 managers, full measurement and the Ninety-Day Guarantee |
| Two or three cohorts Save 10% | $13,500 | Booked together, run consecutively or with a quarter between. $27,000 for two, $40,500 for three |
| Four or more cohorts Save 15% | $12,750 | A full year or a multi-year build. $51,000 for four, $76,500 for the complete six-cohort catalog. Includes quarterly coaching for your senior leader and a twelve-month measurement trend line |
Every cohort carries the Ninety-Day Behavior Change Guarantee independently, whether you book one or eight. Multi-cohort bookings can be rescheduled once at no charge if your business calendar shifts.
Smaller teams
If you have fewer than five managers, individual enrollment or a category package will fit better. Those are priced per leader on our courses and packages page. They do not include the Manager Effectiveness Index or the Ninety-Day Guarantee, both of which need a cohort large enough to produce a stable score.
Before you book
We already run leadership training.
Most training creates awareness. Ask your current provider for a ninety-day behavior measurement, rated by the managers’ own teams. That is the difference, and it is the reason this program exists.
Why only one capability at a time?
Because stacking material is how managers end up with eleven ideas and no new habits. One capability, practiced with a session every two weeks, measured, and only then the next one. If you want breadth, take four cohorts across a year. You will end up further ahead than a single crowded program would have taken you.
Do we need to put this in our LMS?
No. Your managers log into TandemTools, our own learning platform, where the course, videos, assessments, application instructions and the full tool library live. We host and administer all of it, so there is nothing for your IT or learning team to build, load or maintain. If you also run content in your own LMS, the two sit side by side without conflict.
How much time will this take from my managers?
Roughly three hours a month, a ninety-minute session every two weeks, plus applied practice inside conversations they are already having. There is no homework in the traditional sense. The practice is the job.
What if a manager leaves mid-cohort?
You may substitute a replacement participant through session two at no charge. A manager who leaves the organization is excluded from the measurement rather than counted as a decline.
Who sees the assessment results?
Each manager sees their own scores with their self-rating next to them. Your senior leader sees cohort-level results and each manager’s individual scores, because your senior leader is the person who produced them. We do not promise anonymity we cannot deliver: in a two-rater design every manager knows where their score came from. What we ask instead is written into the agreement. The ratings are used for development during the engagement, not for performance review, not for compensation, and not for a decision about someone’s job.
Why seven managers?
Below five, peer learning weakens. Above eight, individual coaching time drops below what changes behavior. Seven is where both hold.
Do we have to commit to the whole path?
No. Every cohort stands alone and is measured on its own. The multi-cohort rates exist because most clients want the next one, not because you are asked to decide now.
Is it virtual?
Fully virtual. That is why it costs a fraction of an on-site program built to the same design, and why we can run a cohort across three time zones.
What if it does not work?
See the Ninety-Day Behavior Change Guarantee above. If your composite score does not improve and you have met the participation conditions, we run a further reinforcement cycle at no cost.
Book Your Leadership Transfer Diagnostic
Thirty minutes. We will map where your managers are losing behavior transfer, show you exactly what we would measure, and tell you straight whether this cohort is the right answer, or whether it is not.
Book the DiagnosticOr email sales@tandem-solutions.com