Leadership of self
Understand the thinking behind your decisions and behaviour. Work on how you respond under pressure and the leader your people experience.
LEAD2027 | LEADERSHIP EVOLUTION ACTION DEVELOPMENT
Don’t wait until the learning ends for the change to begin.
Your people don’t need you to know more. They need you to become more.
Discuss your leadership goals
Developing leaders in your organisation?
Talk about your leadership teamBoth start with a 30-minute discovery call with Dave Clare. No payment commitment.
A 12-month development process for senior and first-line leaders. Build a personal plan, work with monthly group coaching and put the learning into practice in your workplace.
Download the LEAD2027 process guideWho do you needto become?
Become. Apply. Evolve.The practical details
The practical details
- Duration
- 12 months
- Cohorts
- Senior Leaders and First-line Leaders. Maximum 30 participants in each session.
- Commitment
- Repeated short learning, a two-hour monthly coaching session and ongoing workplace application.
Investment
$4,000 upfront, or $1,000 to begin plus nine payments of $400. Payment plan total: $4,600.
2027 intake
Applications close 30 November 2026. Kickoff December 2026. Development sessions begin January 2027.
Exact dates, session time, payment arrangements, applicable currency and taxes will be confirmed before you commit or pay.
Start with the leader you need to become
The hard conversation keeps getting postponed. Your team brings every decision back to you. You step in because it feels quicker, then wonder why people rely on you for the answer.
Those everyday moments give your development a place to start. Bring the results you are getting now, the hours you are working and the reality of your team. Then ask: who do I need to become for this to change?
At your first core session after kickoff, you build your personal development plan around that leader identity. You identify the results that would show progress, the behaviours that could contribute to those results and the thinking behind those behaviours.
Coaching helps you explore the gap between how you think today and how the leader you need to become would think. Clear objectives and key results give your plan direction. Each month, you review your progress and what you have actually put into practice.
Results involve other people and circumstances too. Your responsibility is to work on the leadership you bring to them.
Three areas of development
Leader of teams
Develop the conversations and behaviours that help your people take responsibility, make decisions and do their work.
Lead the business
Connect your leadership to the direction, decisions and results of the organisation. Consider how the way you lead supports the work the business needs to do.
Your personal plan keeps the focus on what matters most in your role. You work with the learning in the situations you are already facing.
How learning becomes part of your leadership
Each month gives you a rhythm for learning, coaching, application and review. You can start using an idea as soon as it is useful.
First two weeks
Work through the content and return to it. Most content takes 8–15 minutes; work through it at least four times across the first two weeks. Repetition gives you time to absorb the ideas and notice where they connect with your leadership.
Around the middle of the month
Join a two-hour live group coaching session. Bring your challenges and questions. Explore the learning in your own context, hear how leaders in other organisations see it and develop your personal action plan.
The following two weeks
Put your action plan into practice with your team. Work on embedding the behaviours in real conversations, decisions and responsibilities. The time this takes depends on the actions you are working on.
At the next coaching session
Bring back what happened. Review what you embedded, what you learned and your progress against your objectives and key results. Use that experience to decide what to adjust as the cycle continues.
Content × Context = Concept.
Individual learning supplies the content. Group coaching brings the context. The concept becomes your own through action and reflection. Knowledge becomes wisdom when you apply it and learn from the experience.
Full access included
Circle Leadership Toolbox
Every participant gets full access to the Circle Leadership Toolbox.
Tools, templates, models, exercises and resources give you practical ways to put your personal development plan to work.
Use them between sessions as you prepare for conversations, work through decisions and practise the behaviours you are developing.
Learn alongside leaders who understand the responsibility
Your cohort brings together leaders from different organisations and industries with similar responsibilities. You learn from their questions and coaching moments as well as your own, with peer support and group accountability to help you keep going.
Senior Leaders is for people leading an organisation, a function or other leaders.
First-line Leaders is for supervisors and team leaders working directly with the people delivering the work.
Senior leaders and the people they lead are placed in separate cohorts. Each session is capped at 30 participants. We discuss the right cohort in your discovery call.
Developing leaders in your organisation
Start with the leadership your organisation needs to experience. What would you like your leaders to do differently, and what results would that help them work towards?
LEAD connects those ambitions to a personal development plan for each leader, with regular opportunities to apply the learning in their work.
A clear purpose and room for honest coaching
We can share with you the leader a participant is working to become, the results they want to achieve and an outline of the sessions they will go through. What is discussed in coaching sessions stays private and is not shared with you.
Participants review their objectives, key results and the behaviours they have demonstrated each month. This keeps the work connected to their development goals.
Make room for the work
Protect time for the repeated learning and the two-hour monthly coaching session. The next step is applying the action plan in the workplace, with time depending on the changes each leader is practising.
If you are considering LEAD for several leaders, bring their responsibilities and your organisation’s goals to the discovery call. We can discuss fit, the appropriate cohorts and the commitment involved.
Your coach and support
Dave Clare leads the coaching. He is the founder of Circle Leadership Global and a Master Certified Practitioner.
The work begins with who you need to become. Dave helps you explore the thinking behind your leadership and how to turn the learning into action in your context.
Ask questions and access support as you apply and embed the concepts, then bring that experience into your next coaching conversation.
Your investment
Pay upfront
$4,000 for a 12-month LEAD cycle.
Spread the investment
$1,000 to begin, followed by nine payments of $400. Total: $4,600.
Both options include the learning videos, Circle Leadership Toolbox tools and resources, group coaching and support to apply and embed the concepts.
We’ll confirm the payment arrangements, applicable currency and taxes before you commit or pay.
Our commitment
Complete the 12-month cycle, participate fully and put the learning into practice.
If you do not see measurable change in leadership behaviour, we will keep supporting your development without additional charge until you do.
We review the effort you have made, what you have put into practice and where you are still struggling. This helps us focus the additional coaching and support you need.
Your 2027 start
Applications close 30 November 2026. Kickoff is in December 2026. Development sessions begin in January 2027. Exact dates and your session time will be confirmed before you commit.
Applications are welcome from the UK, Europe, the US, Canada, Australia and New Zealand.
Start with a conversation
Bring one leadership challenge and the result you want to influence. In a 30-minute conversation with Dave Clare, explore what progress could look like and whether LEAD2027 is the right way to work on it.
By the end, you should have a clearer priority, an understanding of how LEAD could fit your role and a view on the right cohort, the commitment involved and whether to take the next step.
If you are sponsoring leaders, bring your team’s goals and the responsibilities of the people you are considering.