Emerging Leaders Program
A 6 or 9-month future leaders program that develops future leaders, first-time managers, and team leads into confident, capable leaders.
Trusted by MYOB, Camp Quality, Vicinity Centres, and 150+ organisations across Australia and New Zealand.
Who Is This Emerging Leaders Program For?
People stepping into leadership for the first time. Future leaders preparing to lead.
First-time managers
You got promoted because you're great at your job. Leading others is different. New manager training that actually works.
Aspiring leaders and high-potentials
Your organisation sees leadership in you. This program helps you develop it deliberately, before you're thrown in the deep end.
Team leads
You're already leading, but without formal development. This fills the gap between figuring it out and leading with real confidence.
Frontline managers
You're closest to where the work happens. Frontline leadership shapes culture, performance, and retention.
Developed with world-class leadership researchers from Monash Business School
Why Most Emerging Leader Training Fails
You've probably tried emerging leaders training before. It probably didn't stick. Not because your people weren't engaged. Because of how leadership is usually taught.
The Workshop Problem
50-70% forgotten within 24 hours. Intensive training relies on short-term memory.
The Digital-Only Problem
3-15% completion rate. No accountability, no completion.
The Individual Training Problem
80% of isolated training fails. One person can't change team culture alone.
Recognised by AACSB's Innovations that Inspire (2018).
AACSB is the global standard-setting body for business education
Why Workshops Don't Stick
Most leadership training happens in a burst. Two days of energy, insight, good intentions. Then everyone goes back to work.
Research shows learners forget 50-70% of new material within 24 hours. After a week, retention drops to 10-20%.
Spaced learning, distributed over weeks or months, significantly outperforms intensive workshops. Effect sizes jumped from 0.71 to 0.88 when learning was spread out. That's why Leda builds development over 6-9 months, not 2 days.
Trusted by over 150 leading organisations.
The Digital-Only Problem
Self-paced online learning sounds efficient. Completion rates tell a different story.
Industry data for 2024-2025 shows self-paced courses hit 3% to 15% completion. The same content in a cohort format, with peers and shared timelines, sees 85-90%. The content isn't the difference. Accountability is.
Trusted by over 150 leading organisations.
The Individual Training Problem
Sending one person on a course creates a different issue. They return with new language, new ideas, new approaches. And a team that hasn't shared the experience.
Research shows only 10-20% of corporate training investments produce measurable behaviour change. The rest is scrap learning. Training spend that produces nothing.
The biggest predictor of whether training transfers isn't course quality. It's manager support. When someone returns to an unchanged environment, team culture wins. Without shared language or team-based implementation, new habits don't survive. 80% of isolated training fails.
Built on Research. Proven in Practice.
Developed with world-class leadership researchers from Monash Business School
Recognised by AACSB's Innovations that Inspire (2018)
AACSB is the global standard-setting body for business education.
An Emerging Leaders Program Designed for Behaviour Change
Spaced learning that sticks
Learning is spread across months. Each skill builds on the last. There's time to try things, fail safely, adjust, try again.
Cohort-based, not isolated
Emerging leaders learn in small groups of 8-12. They share experiences, troubleshoot real challenges, build a network that outlasts the program.
Daily practice built in
Each day includes a short activity. Around 10 minutes. Not busywork. Real practice tied to the skill being developed.
Mentoring that creates accountability
Monthly mentoring sessions keep participants on track. They reflect on progress, work through obstacles, prepare for what's next. This isn't something people complete and forget. The structure holds them through the hard parts.
Trusted by over 150 leading organisations.
How the Emerging Leaders Program Works
Daily: 10 minutes
Each day, a short activity tied to the current Journey. Videos, self-assessments, games, practical exercises.
Weekly rhythm
Each Journey focuses on one skill. Takes one to two weeks.
Monthly mentoring
Once a month, the cohort meets with an experienced mentor.
Small cohorts
Groups of 8-12. Small enough for real conversation.
Facilitation and support
Expert facilitators guide each cohort.
Graduation
Participants graduate together. Recognition that they've completed something substantial.
What They'll Learn
The program covers 13 Journeys. The progression is deliberate: manage yourself before you lead others.
Self-awareness(1 Journey)
Self-management(4 Journeys)
Social awareness(1 Journey)
Relationship management(6 Journeys)
What People Say
"This changed my life. Thank you for the opportunity to be part of this program and fulfil my destiny of being a leader."
"How they grow in their existing role, and show willingness to help take responsibilities away from me. Helps me focus on the right things."
"We saw results within the first year. Now in our fifth year it's part of the calendar."
Common Questions
How long is the program?
Six or nine months. Both cover the full curriculum.
What's included?
Thirteen Journeys. Daily activities (10 minutes). Monthly mentoring.
How much time per day?
About 10 minutes for daily activities. Monthly mentoring runs 60-90 minutes.
Online or in-person?
Mostly digital, with live mentoring over video.
Who is it for?
People stepping into leadership or preparing to. First-time managers, high-potentials, team leads, supervisors, those in frontline management, recently promoted.
What results?
Completion rates of 88-93% on average, compared to 3-15% for typical digital learning.
How do you measure success?
Behaviour change, not satisfaction. Completion rates, manager feedback, observable changes in how participants lead.
Can we pilot it?
Yes. Many organisations run one cohort first.
How do we start?
Speak with us. We'll talk through your needs, team size, timeline.
Does this work for remote or distributed teams?
Yes. The program is built for it.
Is this only for large organisations? No. We work with organisations of all sizes across Australia and New Zealand.