Not just what they know.
LEAD2027 is a 12-month process for senior and first-line leaders. Short learning, live group coaching and real action at work, every month. So what they learn shows up in how they lead.
Two ways to start
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Recognized for how we develop leadership, not for another course. Serving clients in Australia, New Zealand, the UK, Canada and the USA since 2017.
Bronze medal · Professional ServicesOrganizations developing their leaders with Circle Leadership
You have invested in development. Your people came back with good ideas. A few weeks later, the same conversations were being avoided.
It isn't the people, and it usually isn't the content. Leaders return to the same pressure, the same expectations and the same habits. Without a way to keep practicing, the workplace wins. Every time.
A 12-month process that connects learning, coaching and action at work.
Real challenges. Group coaching. Workplace action. Review and adjust. Every month for 12 months.
Each leader starts with one question: who do I need to become for my results to change? Their plan covers the leader they need to become, the results that would show progress (objectives and key results), the behavior they need to demonstrate and the thinking behind it.
Leaders who know exactly what they are working on, and progress you can see against measures they set.
In the first two weeks of each month, leaders engage with the content at least twice a week, for 8 to 15 minutes at a time. Repetition gives the ideas time to land, and they can use an idea the moment it's useful.
Development that fits inside the working week. Nobody leaves the business for days to learn.
Mid-month, a 2-hour live session with Dave Clare on the situations your leaders are actually facing. Cohorts are grouped by role: senior leaders and first-line leaders learn separately, alongside peers from other organizations. Each session is capped at 30.
Learning tested against real problems, with peers who carry the same responsibilities and hold each other to account.
In the second half of the month, leaders put their actions into practice with their own teams. At the next session they report what they implemented, what they learned and what improved. Support from the team and full access to the Circle Leadership Toolbox sit between sessions.
Behavior change your people notice, and progress your leaders bring back to you every month.
In 30 minutes, we'll explore what progress could look like for your leaders, the right cohort and the commitment involved.
Book a 30-minute call with Circle LeadershipNo obligation · No payment commitment
The most expensive leadership development is the kind that doesn't change anything. Here's how LEAD compares with the usual options.
| What your organization gets | One-off workshop | Certificate course | External 1:1 coaching | LEAD202712-month process |
|---|---|---|---|---|
| Time away from the business | 1–2 full days | Days to weeks | Hours a month | ~4 hrs a month, in the work |
| Built around each leader's real challenges | ✕ | ✕ | ✓ | ✓ |
| Learning continues for 12 months | ✕ | Until it ends | Varies | ✓ |
| Leaders act on it at work, then report back | ✕ | ✕ | Sometimes | ✓ |
| Peers with similar responsibilities | ✓ | ✓ | ✕ | ✓ |
| Progress measured on behavior and key results | ✕ | Knowledge only | Sometimes | ✓ |
| Support between sessions | ✕ | ✕ | Sometimes | ✓ |
| Tools and templates to use with the team | Handouts | Course notes | Varies | Full Circle Leadership Toolbox |
Typical formats. Individual providers vary.
Or $1,000 to begin, plus 9 payments of $400 ($4,600 in total). Both include the learning, full Toolbox access, monthly group coaching and support to apply what they learn.
That's under $11 a day for a full year of development.
Complete the 12-month cycle, participate fully and put the learning into practice. If you don't see measurable change in leadership behavior, we'll keep supporting your development, at no additional charge, until you do.
Payment arrangements and taxes are confirmed before you commit or pay.
I've been leading people since 1988, and developing leaders for a living since 1999. In that time I've stood at the front of a lot of rooms full of good energy, good notes and good intentions. And I've watched what happened a month later. Almost nothing.
It wasn't the people. It wasn't the content. Leaders went back to the same pressure, the same expectations and the same habits, and the workplace won.
So I stopped treating development as an event. LEAD is a process. A little learning, often. Coaching on the challenges your leaders are actually facing. Action at work, with their own teams. Then back into the room to account for what happened and decide what to adjust. Month after month, until the new way of leading is simply how they lead.
“Leadership is the property of the organization. Not a position within it.”
Training builds leaders. Organisations build leadership. My job is to help your leaders become who they need to be, so your organisation holds the kind of leadership that stays when people move on.
If the workshop was good and nothing changed, start with 30 minutes.
Dave ClareFounder, Circle Leadership Global
Circle Leadership Global was founded in 2017 in Queensland, Australia, and now serves clients in New Zealand, the UK, Canada and the USA. Everything we teach was built by practitioners from lived leadership experience, and it's designed to work on real Mondays with real people.
We're not a training company. LEAD develops leaders in three areas, in the order leadership actually grows:
Content is what they learn. Coaching works through how it applies to their situation. Action at work makes the concept their own.
Leadership is the property of the organization.
Not a position within it.
Develop people. Build leadership.
[TESTIMONIAL QUOTE 1, verbatim from the participant or sponsor. Two to four sentences about what changed at work.]
[TESTIMONIAL QUOTE 2, ideally from a CEO, owner or HR leader who sponsored leaders.]
[TESTIMONIAL QUOTE 3, ideally from a first-line leader on what they now do differently.]
Bring one leadership challenge and the result you want to influence. You'll leave with a clearer priority, an understanding of the process and a view on the right cohort. Sponsoring several leaders? Bring your team's goals and their responsibilities.
No obligation · No payment commitment · You don't need a finished development plan
Not ready to talk? Download the LEAD2027 guide
Get started today before this once in a lifetime opportunity expires.
