A leading leaders learning journey is a 6 to 9 month blended program for mid-level managers who lead other managers. It combines a 360-degree assessment and psychometric profile, strategy and influence labs, an action learning project on a real business problem, executive or group coaching, master classes with senior leaders and a post-program assessment, so participants lead through others rather than doing the work of their teams.
- Duration: 6 months (Core) to 9 months (Accelerated)
- For: Managers of managers, function and department heads, senior leads in GCCs
- Formats: In person · Action learning · Executive coaching · Virtual labs
- Designed with the ADDIE model and customised after a needs analysis
Also known as: manager of managers program, middle management leadership development, leading leaders program, mid-level leadership development journey
Last reviewed · Bodhih Training, Bengaluru
Why a journey, not a one-off workshop
Mid-level managers carry strategy into daily work. When they lead through their managers instead of around them, decisions speed up and senior leaders get time back.
Managers account for at least 70% of the variance in employee engagement scores across business units.
Employers expect nearly 40% of the skills required on the job to change by 2030, and 59 in every 100 workers to need reskilling or upskilling.
Competencies this journey builds
Strategic thinking
Linking the team’s work to business strategy, making trade-offs and saying no to good ideas that don’t fit.
Leading through other leaders
Setting direction for managers, delegating outcomes rather than tasks, and holding managers accountable.
Influence without authority
Moving peers, senior stakeholders and other functions without relying on position.
Developing leaders
Coaching managers, spotting and growing talent, and building a bench for succession.
Leading change
Taking teams through restructuring, new systems and shifting priorities with clarity and care.
Data-informed decisions
Using numbers and evidence to decide, and explaining the reasoning to teams and stakeholders.
The journey map, phase by phase
A sample design over 6–9 months. Timings and components are adjusted to your calendar and goals.
- DiagnoseWeeks 1–3
01. 360-degree feedback and readiness baseline
- 360-degree feedback from manager, peers and direct reports
- AssessAll Manager of Managers Readiness assessment
- Psychometric profile with a one-to-one debrief
- Sponsor interviews to choose action learning projects
Output: Personal leadership profile and project charters
- LaunchWeek 3
02. Leadership kick-off with the executive sponsor
- Senior leader sets the strategic context and expectations
- Participants form action learning teams of 4–5
- Each participant agrees a development plan with their manager
Output: Action learning teams and individual plans
- LearnMonth 1
03. Lab 1: Strategy, priorities and decisions
- From managing work to shaping direction
- Making trade-offs and stopping work
- Decisions under uncertainty with business cases
Output: Team strategy on a page
- ApplyMonths 2–5
04. Action learning project
- Teams tackle a real business problem set by the sponsor
- Monthly check-ins with a Bodhih facilitator
- Stakeholder interviews and data gathering inside the business
Output: Business recommendation presented to leadership
- LearnMonth 2
05. Lab 2: Influence, stakeholders and leading change
- Stakeholder mapping and influence strategies
- Leading through restructuring and change
- Executive communication for senior audiences
Output: Stakeholder plan for the project
- CoachMonths 2–6
06. Executive or group coaching
- Four to six one-to-one executive coaching sessions, or monthly group coaching
- Built around 360-degree feedback themes
- Confidential, with goals shared with the sponsor
Output: Coaching goals reviewed at mid-point
- LearnMonth 3
07. Lab 3: Developing leaders and a coaching culture
- Coaching your managers
- Talent reviews and succession conversations
- Building psychological safety across teams
Output: Development plan for each direct report
- ReinforceMonths 4–8
08. Master classes and peer circles
- Master classes with senior leaders on finance, customers and technology
- Peer learning circles on live leadership dilemmas
- Short refreshers and reading between sessions
Output: Practice sustained between labs
- MeasureMonth 6 or 9
09. Showcase and measure
- Action learning presentations to the leadership team
- Post-program AssessAll assessment and a 360-degree re-run
- Leadership review of promotion readiness
Output: Impact report and succession inputs
Versions of this journey
Core: 6 months
Three labs, 360-degree feedback, group coaching, an action learning project and a showcase.
Accelerated: 9 months
Adds one-to-one executive coaching, a fourth lab on business finance, more master classes and a second 360-degree run.
GCC leadership edition
For leaders in global capability centres: stakeholder management with headquarters, leading across time zones and moving from delivery to capability ownership.
Succession edition
Linked to your talent reviews: selection by assessment, readiness reports for each participant and a panel review at the end.
Who this journey is for
- Managers who lead team leads or first-line managers
- Newly appointed department and function heads
- Senior leads in global capability centres taking on wider scope
- High-potential managers in a succession pipeline
- Leaders moving from one function into a cross-functional role
How impact is measured
Measured at four levels: participant reaction, learning (AssessAll readiness scores before and after), behaviour (360-degree re-run and manager observations) and results (project outcomes, engagement in participants’ areas, internal promotions and bench strength).
Measures we can track
- 360-degree feedback change on focus competencies
- AssessAll readiness score change
- Business value of action learning projects
- Engagement scores in participants’ departments
- Internal promotions and succession coverage
Assessments used before and after (on AssessAll)
Who does what
Take assessments, attend sessions, complete assignments and share evidence of change.
Sponsor the journey, agree goals, hold check-ins and recognise progress.
Own the business goal, selection, communication and internal reporting.
Diagnoses, designs, delivers, coaches, measures and reports, as one accountable partner.
What your organisation gains
- Strategy that reaches the front line through capable middle managers
- A ready bench of leaders for key roles
- Real business problems solved through action learning
- Less escalation to senior leaders
- A shared leadership language across functions
Frequently asked questions
What is a leadership learning journey for mid-level managers?
A 6 to 9 month blended program for managers who lead other managers. It uses 360-degree feedback, labs, an action learning project, coaching, master classes and measurement to build strategic and people leadership.
What is action learning in a leadership program?
Small teams of participants work on a real business problem set by a senior sponsor, apply what they learn in the labs, and present recommendations to leadership. It links development to business results.
Is executive coaching included?
Group coaching is included in the Core version. One-to-one executive coaching, typically four to six sessions, is part of the Accelerated version or can be added.
How are participants selected?
Usually through nomination by their managers plus a readiness assessment on AssessAll. For succession programs, selection can include a 360-degree review and a panel.
Can this journey be linked to succession planning?
Yes. The succession edition produces readiness reports and panel reviews that feed your talent and succession process.
Is this a fixed program?
No. It is a sample. Bodhih customises the labs, projects, coaching and duration after a needs analysis with your leadership team.