# Leading Leaders Learning Journey for Mid-Level Managers > A sample 6–9 month journey for managers of managers: 360 feedback, strategy and influence labs, action learning, coaching and measured impact. - Source: https://bodhih.com/manager-of-managers-learning-journey/ - Publisher: Bodhih Training (Bengaluru, India; since 2008) - Last updated: 2026-09-26 - Contact: solutions@bodhih.com · +91 99000 11601 --- Leading a team of managers needs a different game: strategy, influence, building other leaders and managing across the organisation. This journey builds it over 6 to 9 months, around a real business project. ## At a glance - **Duration:** 6 months (Core) to 9 months (Accelerated) - **Who it’s for:** Managers of managers, function and department heads, senior leads in GCCs - **Cohort size:** 10–20 participants per cohort - **Formats:** In person · Action learning · Executive coaching · Virtual labs - **Touchpoints:** 20–35 planned touchpoints - **Measured with:** 360-degree feedback, AssessAll readiness assessments, project outcomes **Sample journey.** This is one of two sample journeys for this area. Bodhih customises every journey, including its length, building blocks, assessments and schedule, after a short needs analysis. [Ask for your version →](https://bodhih.com/contact-2-1/) 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 26 Sep 2026 · 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. Source: [Gallup, 2015](https://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx) > 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. Source: [World Economic Forum, Future of Jobs Report 2025](https://www.weforum.org/press/2025/01/future-of-jobs-report-2025-78-million-new-job-opportunities-by-2030-but-urgent-upskilling-needed-to-prepare-workforces/) ## 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. 1. **Diagnose**Weeks 1–3 2. **Launch**Week 3 3. **Learn**Month 1 4. **Apply**Months 2–5 5. **Learn**Month 2 6. **Coach**Months 2–6 7. **Learn**Month 3 8. **Reinforce**Months 4–8 9. **Measure**Month 6 or 9 DiagnoseLaunchLearnApplyCoachReinforceMeasure 1. DiagnoseWeeks 1–3 ### 01. 360-degree feedback and readiness baseline - [360-degree feedback](https://bodhih.com/360-degree-feedback/) from manager, peers and direct reports - AssessAll Manager of Managers Readiness assessment - [Psychometric](https://bodhih.com/psychometric-assessments/) profile with a one-to-one debrief - Sponsor interviews to choose action learning projects **Output:** Personal leadership profile and project charters 2. 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 3. 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 4. 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 5. 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 6. 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 7. LearnMonth 3 ### 07. Lab 3: Developing leaders and a coaching culture - Coaching your managers - Talent reviews and succession conversations - Building [psychological safety](https://bodhih.com/psychological-safety-training/) across teams **Output:** Development plan for each direct report 8. 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 9. 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](https://bodhih.com/stakeholder-management-skills/) 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](https://bodhih.com/high-potential-leadership-program/) 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) [AA*Leadership & Management*Assessment · 50 min**Manager of Managers Readiness Assessment**Manager of managers assessment: altitude verdict, drop/lift distance, four leverage…Take it on AssessAll ↗](https://www.assessall.com/store/manager-of-managers-readiness?utm_source=bodhih.com&utm_medium=referral&utm_campaign=cross_sell&utm_content=journey&utm_term=manager-of-managers-learning-journey)[AA*Leadership & Management*Assessment · 32 min**Strategic Thinking & Business Judgment**Strategic thinking assessment for senior leaders: 30 items in 32 minutes across five…Take it on AssessAll ↗](https://www.assessall.com/store/strategic-thinking-business-judgment?utm_source=bodhih.com&utm_medium=referral&utm_campaign=cross_sell&utm_content=journey&utm_term=manager-of-managers-learning-journey)[AA*Leadership & Management*Assessment · 28 min**Influence Without Authority**Influence without authority assessment: 24 items in 28 minutes on influence tactics…Take it on AssessAll ↗](https://www.assessall.com/store/influence-without-authority?utm_source=bodhih.com&utm_medium=referral&utm_campaign=cross_sell&utm_content=journey&utm_term=manager-of-managers-learning-journey)[AA*Leadership & Management*Assessment · 30 min**Change Leadership & Adaptability**Change leadership assessment: 25 situational items in 30 minutes.Take it on AssessAll ↗](https://www.assessall.com/store/change-leadership-adaptability?utm_source=bodhih.com&utm_medium=referral&utm_campaign=cross_sell&utm_content=journey&utm_term=manager-of-managers-learning-journey) ## Who does what **Participants** Take assessments, attend sessions, complete assignments and share evidence of change. **Their managers** Sponsor the journey, agree goals, hold check-ins and recognise progress. **HR and L&D** Own the business goal, selection, communication and internal reporting. **Bodhih** 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. More sample journeys ## Other learning journeys [All learning journeys](https://bodhih.com/learning-journeys/) [Leadership · Sample journey**First-Time Manager Learning Journey**3–6 months · Managers in their first 0–18 months of leading a teamDiagnoseLaunchLearnApplyCoachReinforceMeasureSee the journey →](https://bodhih.com/first-time-manager-learning-journey/)[Soft skills · Sample journey**Campus to Corporate Learning Journey**60–120 days · Graduate and postgraduate hiresDiagnoseLearnLaunchApplyCoachReinforceMeasureSee the journey →](https://bodhih.com/campus-to-corporate-learning-journey/)[Soft skills · Sample journey**Emotional Intelligence & Resilience Learning Journey**4–6 months · ProfessionalsDiagnoseLearnApplyCoachReinforceMeasureSee the journey →](https://bodhih.com/emotional-intelligence-resilience-learning-journey/)[Communication · Sample journey**Executive Communication & Presence Learning Journey**4–6 months · Senior managersDiagnoseLearnApplyCoachReinforceMeasureSee the journey →](https://bodhih.com/executive-communication-learning-journey/)