Nobody trained you for this. We will.
You got promoted because you were excellent at the work. Then you were handed a team and told to figure it out. This is the training you were supposed to get — fifty topics you can start tonight, and a live session every month with a former CHRO where you bring the thing you're actually stuck on.
No start date to wait for. You're in tonight, and the first thirty days are risk-free.
The problem shows up Tuesday. Not in month seven.
Every leadership program runs on a calendar. Conflict is module nine, so when two people on your team stop speaking in March, you either wait until October to learn what to do about it or you wing it. Everyone wings it.
This runs on your problem instead. Fifty topics, all unlocked, all there the night you join. Something goes sideways on a Tuesday, you pull that topic Tuesday night, and you have language for it Wednesday morning.
Built to be used the night before the conversation — not filed away for a quarter you'll never get to.
Two pieces. That's the whole thing.
No group to keep up with, no attendance policy, no calendar negotiation with your boss. One library you have access to, and one standing hour a month worth showing up for.
The library, on your schedule
Fifty topics across six capability areas, each at 101, 201, and 301. Every one walks through a real management situation — what's actually happening, why it's happening, and the words to use.
Nothing is locked. Start at the beginning, or start with the fire.
- Watch it at 11pm on a Sunday. Nobody's tracking you.
- No time off work and nothing to explain to your manager
- Go back to the same topic the third time it happens
Live with Leah, every month
Once a month Leah runs a live session — one topic worked through properly, then open questions. Bring the situation you're sitting in and get a real answer from someone who spent eight years as a CHRO watching this exact thing play out.
Can't make it? Every session is recorded, and you can send your question ahead.
- Your actual situation, not general advice you have to translate
- You'll hear someone else ask the thing you were too embarrassed to
- Recorded, so missing one costs you nothing
This isn't for everyone. Here's the honest cut.
We'd rather you skip it than pay for something you never open.
- You're managing people now, or you will be inside six months
- You'll actually try the thing on a real person at work
- You want something to reach for the night before a hard conversation
- You're fine learning on your own and showing up live when it counts
- You'd rather build the skill than collect the certificate
- You need someone chasing you to finish things
- You want one-on-one coaching on your specific team
- You want a credential to put on LinkedIn by Friday
- You're hoping to watch it all in a weekend and be done
- You want a script for one conversation and nothing else — this is a year, not a fix
Fifty topics. Six capability areas. Three levels each.
A first-time supervisor and someone running managers aren't dealing with the same problem, even when it looks identical from the outside. Every area runs 101 to 301 so you can start where you actually are.
Leading People
The daily work of getting results through other people instead of doing it yourself.
- Delegating without abandoning101
- Building accountability that holds201
- Leading leaders, not doers301
Communication & Conflict
What to say when it's hard, and what to do when the room goes tense.
- The conversation you're avoiding101
- Influence without authority201
- Mediating conflict on your team301
Coaching & Performance
Feedback that lands. Performance that moves. Coaching that isn't a nicer word for telling.
- Feedback in the moment101
- Coaching vs. solving201
- Managing the underperformer301
Strategic Leadership
Thinking past the quarter and connecting your team's work to the business.
- Translating strategy to your team101
- Making tradeoffs in public201
- Setting direction under ambiguity301
Change & Transition
Leading through restructures, launches, and the stretches where nobody has the full picture.
- Delivering news you didn't decide101
- Leading through the messy middle201
- Rebuilding trust after a hard change301
Leading Yourself
The self-management that keeps everything else from quietly collapsing.
- Capacity and the boundary problem101
- Managing your own reactivity201
- Sustaining yourself at scale301
There's a path if you want one.
Fifty topics is a lot of doors. So there's a suggested order for first-time managers — one topic a month, built to stack. Follow it, ignore it, or follow it until something at work jumps the queue.
Twelve months isn't a rule, it's a pace. Nothing stops you watching all fifty in a fortnight. The next section is our honest argument for why you shouldn't.
"Bingeing it feels productive. That's the problem. Feeling productive and building capability are different things — and your brain can tell them apart even when your Sunday afternoon can't."
Spacing beats cramming
Learning spread over months outperforms the same material compressed into a weekend — not slightly, and not sometimes. Time between topics is long enough to forget a little, and forgetting a little is what forces the retrieval that makes it stick.
Difficulty is the point
Anything that feels effortless while you're watching is the thing you'll lose fastest. Every topic ends with something to actually do at work this week, on a live situation, before you feel ready for it.
The transfer problem
Most training dies in the gap between watching and Tuesday. One topic at a time means you're applying one thing instead of half-remembering nine — and one applied beats nine watched, every single time.
Which is why the live session exists
Self-paced anything has a completion problem and we're not going to pretend otherwise. The monthly session is the thing on your calendar that keeps this from turning into another tab you meant to get back to.
What it costs, plainly.
Built from the same library the Fortune 500 buys for their managers. Same material, same person behind it. You're just not getting a program custom-designed around your company — because you don't need one.
- All fifty topics, unlocked from day one
- Twelve live monthly sessions with Leah
- Every session recorded, and you can send questions ahead
- Application exercises and language guides for each topic
- New topics as they're added to the library
Twelve months, billed monthly. We ask for the year because a month is long enough to feel motivated and nowhere near long enough to manage differently — and we'd rather say that than sell you a subscription you quit in March. First thirty days are risk-free: if it isn't useful, tell us and we'll refund it and let you go.
Access within a minute. The next live session goes on your calendar as soon as you're in.
Most companies have a development budget that goes unspent every year because nobody asks. You don't need a business case with a slide deck — you need four sentences. Here's what to send your manager.
Hi [name] — I want to get better at the people side of my job, and I found something I'd like to use.
It's a leadership library plus a live monthly session, run by a former CHRO. It's $99 a month for a year, I'd do it on my own time, and it won't pull me off anything.
I'd like to put it on development budget. Can you tell me what you'd need from me to make that happen?
Built by someone who did the job.
Not a consultant who read the research and made a course about it.
Leah Pitzenberger
Eight years as a CHRO before founding A People Revolution, with an MA in Psychology — which is why this is built around how adults actually learn and change rather than around what makes a good slide.
She spent those eight years watching great people get promoted into a job nobody prepared them for, then watching everyone act surprised when it went badly. This is the thing she wishes she could have handed them. She runs the live session herself, every month.
The ones people actually ask.
How much time does this actually take?
Roughly an hour a month if you're doing it properly — one topic, plus the live session when you can make it. The application work happens inside your job. It's a different way of handling something you were already going to handle, not extra homework.
Isn't this just a video course?
The library is self-paced, yes. What makes it different is the live monthly session — you can bring your actual situation and get an answer from a former CHRO instead of guessing how the general advice applies to your specific person. A video course can't do that, and that's the entire reason the session exists.
What if I can't make the live session?
They're recorded, and you can send your question ahead so it gets answered whether you're there or not. Most people make about half of them live, and that's fine.
What if my company won't pay for it?
Plenty of people pay for it themselves — it's monthly rather than a lump sum for exactly that reason. And if you haven't asked yet, ask. Most development budgets go unspent because nobody requests them. There's a note above you can copy and send.
I'm not technically a manager yet. Can I still join?
Yes, if it's coming inside about six months. The people who get the most out of this joined right before the promotion instead of eight months after it, which is the far more common and far more painful timing.
What if I change jobs?
You keep everything. The subscription is yours, not your employer's — that's the point of joining as an individual. New job, same library, and the first ninety days somewhere new is exactly when you'll want it.
Do I get a certificate?
You get a completion record you can put on LinkedIn, and it's fine. But it isn't the product. If the certificate is the reason you're here, there are cheaper and faster ways to get one, and we'd rather say that than take your money.
Why do I have to commit for a year?
Because a month is long enough to feel motivated and nowhere near long enough to manage differently. The people who get something out of this are the ones still opening it in month eight, when the novelty is gone and there's an actual problem on their desk. A rolling monthly plan would sell better and work worse, and we'd rather be straight with you about which one we built.
The first thirty days are risk-free. If it isn't for you, tell us inside the first month and we'll refund you and release you from the rest.
What if I don't finish it?
Most people don't finish self-paced anything, and we'd be lying if we told you otherwise. That's what the monthly live session is for — it's the standing thing on your calendar that pulls you back in when the library alone wouldn't. You don't need to finish all fifty. You need the four that match what you're dealing with this year.
You've been figuring it out alone long enough.
Fifty topics tonight. A live hour with Leah every month. And the next time something lands on you at 4:52 on a Tuesday, somewhere to actually go with it.
Not sure it's the right time? Take the five-minute assessment. It's free, and it's useful whether or not you ever pay us anything.