Emerging Leaders Bootcamp.
Onboard new team leads. Fast. Properly. At scale.
A practical onboarding and upskilling program for first-time and early-stage people managers.
Â
Talk to us about a pilotWhy do most new team leads struggle in their first 6–12 months?
Â
Most organisations promote strong individual contributors into leadership roles without reprogramming how they think, decide, and communicate.
The result:
• Over-managing or avoidance
• Weak feedback and difficult conversations
• Low accountability and unclear priorities
• Escalations that shouldn’t reach senior management
• Early burnout or disengagement
Our program onboards new team leads for success.
Designed for emerging leaders, backed by L&D.
Participants
• First-time team leads
• Newly promoted supervisors
• High-potential employees transitioning into leadership
• Managers with 0–3 years of people responsibility
Client-side sponsors
• L&D and Talent Development
• Line managers responsible for new leaders
• HR partners supporting internal mobility and promotion
Emerging Leaders Bootcamp.
 A practical onboarding and upskilling program for first-time and early-stage people managers.
The Bootcamp focuses on:
• Shifting identity and self-confidence from “expert” to “leader”
• Day-one leadership behaviours that actually stick for life
• Real conversations, not theoretical models or slides
• Immediate application to participants’ own teams
This is not leadership inspiration.
It’s leadership installation.
How this differs from standard leadership training?
What this program develops
- Built specifically for new leaders, not generic managers
- Practice-based: coaching, role-play, peer work, reflection
- No slide dependency — learning happens through interaction at all times
- Real client workplace scenarios, not century-old simulations detached from reality
- Delivered by PCC-level coaches with real leadership backgrounds and global experience
We don’t teach leadership concepts.
We build leadership behaviour.
Program Structure.
Program Snapshot — 21 hours that turn new managers into leaders
Module 1 — Kick-off: Orientation & Leadership Foundations
Module 2 — Why and When to Coach: The 4 Manager Styles
Module 3 — The Inner Game: Emotional Intelligence & Self-Leadership
Module 4 — Leadership in Action: Coaching-Powered Daily Leadership
Final Reflection Assignment
What benefits organisations see in practice.
Faster time-to-effectiveness for new leaders
• New team leads reach full productivity sooner, reducing the hidden cost of long ramp-up periods after promotion.
Lower operational drag and escalation costs
• People issues are handled at the right level, freeing senior management and HR capacity and reducing reactive firefighting.
Improved execution and throughput with existing headcount
• Clear priorities, stronger ownership, and better decision-making increase team output using existing resources.
Stronger leadership pipeline and retention advantage
• Coaching-powered leaders are a scarce asset. Developing them early strengthens succession and improves retention across leaders and teams.
Part of a scalable leadership system.
Â
Emerging Leaders Bootcamp is designed as the entry layer of your leadership development architecture.
It integrates seamlessly with our other corporate programs:
Coaching-Powered Leader for experienced managers
Mastering Communication Skills
Master the Art of Empowered Delegation
Unlock the Power of Effective Feedback
Standardise leadership onboarding globally, maintain quality across geographies, and scale without diluting impact — one language, one approach, multiple levels.
Why organisations work with Lead as Coach.
Â
Lead as Coach designs all its programs to meet real organisational needs. Delivery is led exclusively by MCC- and PCC-level coaches, who possess senior leadership and corporate experience across international markets. Our facilitators create high-trust, high-engagement learning environments that require no slides—learning happens through exercises, teamwork, coaching practice, mentoring, and structured reflection.
This approach enables deep behavioural change while remaining highly practical, scalable, and easy to deploy across multiple countries and leadership populations.
Meet the Program Leads.
Jeanine Reyneke, PCC, MBA
Jeanine is an ICF-PCC coach and leadership trainer with 20+ years of experience across finance, tech, and pharma. She’s coached over 2,500+ hours and held senior roles in operations and sales—living and working in seven countries during her corporate career. With an MBA and a global outlook, she helps leaders drive performance and build high-impact teams with clarity and confidence.
Lassi Albin, PCC, MBA
Lassi is an ICF-PCC coach and executive trainer with 5,000+ coaching hours and a background in supply chain, executive search, and business development. He has lived and worked in 11 countries, bringing a sharp global perspective to leadership growth. With an MBA and a focus on emotional intelligence and coaching-based leadership, he helps managers across industries drive lasting behavioural change.
Start with a pilot.
Â
We typically start with a pilot cohort to validate fit, impact, and internal adoption.
Our structured, low-risk pilot approach.
Steps
1. Alignment discussion with L&D (cohort, location, timing)
2. Delivery method decision (on-site+online OR full online)
3. Program delivery and observation
4. Outcome review and scaling decision
Â