Inside the Lab

Program Details & What to Expect

More Than a Program–
A Path to Transformation

A closer look at the journey of transformation.

The Transformative Leadership Lab isn’t your typical leadership program—it’s a deeply reflective, relational, and rigorous 18-week experience built for people working within complex systems who want to lead with greater clarity, equity, and impact.

On this page, you’ll find a detailed week-by-week breakdown of the curriculum, so you can understand the arc of learning, the practices you’ll engage in, and the community you’ll grow alongside.

Whether you're a systems thinker, a practitioner, or someone looking to lead from a place of alignment and purpose, this is where you begin to see the full shape of the work. Welcome inside the Lab.

COURSE OVERVIEW

COURSE OVERVIEW

Phase 1
Weeks 2-7: Sage Mind - Calm, Curious & Empathetic

A six-week mental fitness training to develop self-awareness, reduce negative self-sabotaging tendencies (Saboteurs), and build the core mental muscles (Sage) for resilience, adaptability, and high-performance leadership.

  • Overview: Establish the foundation for transformational leadership by integrating mindset and practical leadership behaviors.

    Key Topics:

    • The Only Universal Truth of Leadership (OUTL): How all followers desire the same fundamental leadership experience.

    • Creating a leadership environment of trust, clarity, and growth.

    • The elements of Transformative Leadership:Sage Mind, Relating, and Requiring.

    • Leadership as a Transformative Force

  • Overview: Learn to take control of your thoughts, reactions, and emotions through self-command.

    Key Topics:

    • Introduction to Positive Intelligence® (PQ) and why mental fitness matters.

    • Practicing PQ® reps to strengthen self-command and shift from autopilot reactions to intentional leadership.

    • Recognizing the power of mental muscle training for peak performance and well-being.

  • Overview: Identify and disarm the universal Judge Saboteur that fosters negative emotions and undermines leadership effectiveness.

    Key Topics:

    • Understanding the Judge’s impact on performance, relationships, and decision-making.

    • Intercepting and discrediting self-judgment, judgment of others, and judgment of circumstances.

    • Cultivating self-compassion, curiosity, and objectivity in leadership.

  • Overview: Uncover the top Saboteurs that influence your leadership style, decision-making, and interactions with others.

    Key Topics:

    • Exploring the nine accomplice Saboteurs (e.g., Controller, Avoider, Pleaser, Hyper-Achiever).

    • Understanding their lies and limiting beliefs.

    • Strategies to weaken their influence and lead with clarity and presence.

  • Overview: Develop empathy as a core leadership strength to foster trust, engagement, and connection.

    Key Topics:

    • Activating the Empathize power within the Sage brain.

    • Practical techniques for active listening, emotional intelligence, and compassion.

    • Applying empathy in feedback, conflict resolution, and team motivation.

  • Overview: Learn to shift from reactive problem-solving to creative problem-framing and solution-finding.

    Key Topics:

    • The five Sage powers: Explore, Innovate, Navigate, Activate, and Empathize.

    • How to reframe obstacles into learning and growth opportunities

    • Strengthening resilience and adaptability in the face of uncertainty.

  • Overview: Build the capacity to make value-driven decisions and lead with authenticity.

    Key Topics:

    • Strengthening the Navigate power to align actions with personal and organizational purpose.

    • Moving beyond Saboteur-driven leadership into intentional, principle-based leadership.

    • Integrating mental fitness practices into daily work routines and leadership habits.

Phase 2
Weeks 8-11: Relating: Building Trust & Connection

Apply leadership behaviors, frameworks, and tools to create high-performing, engaged teams.

  • Overview: Discover how to create an optimal work environment by balancing psychological safety (relating) with performance expectations (requiring).

    Key Topics:

    • The 5 Behaviors of Relating & 7 Behaviors of Requiring.

    • Identifying common leadership pitfalls (e.g., over-relating vs. over-requiring).

    • Applying practical techniques to support and challenge team members effectively.

  • Overview: Master the most powerful tool for trust-building and employee development: structured, effective one-on-ones.

    Key Topics:

    • The Three Pillars of Trust: Competence, Integrity, Benevolence.

    • Proven 30-minute weekly check-in structure for maximizing engagement.

    • Active listening, coaching techniques, and peer-to-peer professional updates.

Phase 3 
Weeks 12-18: Requiring & Setting Expectations and Accountability

  • Overview: Drive high trust and high performance by implementing the four phases of accountability.

    Key Topics:

    • Initiate, Negotiate, Perform, Accept – the full accountability cycle.

    • Eliminating the blame cycle and ensuring clear expectations.

    • How high accountability fosters trust, retention, and productivity.

  • Overview: Move from task-based management to empowering leadership through strategic delegation.

    Key Topics:

    • The Delegation Ladder: A model for transitioning responsibility effectively.

    • Avoiding micromanagement, task dumping, and abdication.

    • Developing autonomous, proactive teams through clear expectations

  • Overview: Shift from reactive, corrective feedback to proactive, developmental feedback.

    Key Topics:

    • The Forward-Facing Feedback Model – how to deliver growth-oriented feedback.

    • Overcoming resistance to feedback and fostering continuous improvement.

    • Practical tools like the “cheat code” for peer-to-peer feedback.

  • Overview: Transform meetings into productive, strategic conversations that drive results.

    Key Topics:

    • Science-based meeting structure and facilitation techniques.

    • Avoiding common meeting pitfalls (e.g., groupthink, domination, off-topic discussions).

    • Creating a culture of engagement and accountability in meetings.

  • Overview: Address performance challenges with clarity, fairness, and accountability.

    Key Topics:

    • Defining performance expectations at a role level.

    • Mastering systemic feedback and coaching models for tough conversations.

    • Implementing the 4-Step Coaching Model to foster growth.

CAPSTONE 
Week 18: Bringing it all together

  • Overview: Apply everything learned in the course to a real-world leadership challenge.

    Key Topics:

    • Case studies and hands-on team problem-solving.

    • Designing and executing turnaround strategies for leadership dilemmas.

    • Final reflections and commitments to leadership growth.