How this works
I've developed 26 training modules (so-far); together we compose them to meet your org's needs.
Pick the course that will have the biggest impact on making your org even more world-class. Then we shape the material to the leaders and the work in front of us.
Immersive work is one to two weeks with a team, live practice, and artifacts they keep using. A short course is one or two days: enough to make a meaningful change in one or two focused areas.
The goal is capability, with dates, owners, artifacts, and practice.
Kindel Leadership Development
What it costs?
Highly negotiable. I would rather have deep alignment, and get to travel to fun places, than negotiate expensive fees. If your site is somewhere that requires international travel, my fee is generally nominal on top of you paying for travel.Course
Leaders of Leaders Training
Everyone’s a leader, so this is for those who want to become even more impactful: Influencing without authority, being principled, clear communication, driving accountability, dealing with conflict, people-management as a profession, and mechanisms that scale trust.
Immersive: about two weeks with a leadership set, then the team. Short course: one or two days on the layer that is actually broken.
Example modules:
The Pyramid of Excellence
Relationships, trust, healthy conflict, commitment, accountability, results. The diagnostic that stops you fixing the wrong layer.People Management is not a Hobby
Stewardship as real work. Lower pyramid layers only get built by people who treat management as a profession.Principled Leadership
Write the how, not just the what. Decisions that stick because the principles behind them are explicit and debated.Mental Models
Named, portable lenses so the team sees the same problem the same way.Feedback: SBI
Situation, Behavior, Impact. The conversational craft that makes conflict and peer accountability survivable.One-on-Ones as a Mechanism
1:1s as the system for trust, reality, feedback, and delegation over time; not calendar filler.Good Intentions are not Enough
Mechanisms: owners, cadence, inspection, and defaults that turn heroics into organizational behavior.Accountability Through Dates
Date sanctity, paths to green, and status that tells the truth.Leading Change: D x V x F > R
Dissatisfaction, vision, first steps, and resistance. How change actually moves.Organization Operating Systems
Scheduler, memory, interfaces, kernel, taxonomy, and fitness functions.Course
Product Development Excellence
Operational, engineering, and product management excellence together. Customer truth, written clarity, technical quality, and execution that survives contact with reality.
Immersive: about two weeks on a real product problem, from working backwards through the plan. Short course: one or two days on the mechanism the team is missing (PRFAQ, tenets, 5Ps, date sanctity).
Work backwards
Start with the customer experience, then invent what has to be true. Narratives and FAQs that force the thinking.Written product thinking
Use narratives, tenets, and crisp metrics so product decisions are inspectable.Quality and tradeoffs
A shared language for architecture, quality, speed, risk, and technical bets.Cadence and accountability
Turn product intent into mechanisms, dates, paths to green, and decision records.The 5Ps
Purpose, Principles, Priorities, People, Plan. Inspect any plan and see which P is missing.What the PM job is
Builders create the product. The PM creates clarity and commitment, and protects one coherent customer experience.Course
Building Hiring Systems
Hiring is the highest-leverage work a leader does. This course installs the operating system: plan the role, run an evidence-based loop, land the hire, and inspect the packet at 90 days.
Immersive: about two weeks with hiring managers, bar raisers, and a live req. Short course: one or two days on the loop, debrief, or 30/60/90.
Have a Plan (the 5Ps)
Hiring that depends on unnamed headcount is a fake plan. Inspect recruiting, offer, and ramp the same way you inspect a ship date.The Hiring Operating System
Bias is the default; interviewer confidence is not evidence. Role outcomes, independent signal, written feedback, and debriefs from observations.From Job Description to 30/60/90
Define 12-month success, replace years-of-experience with repeated demonstration, onboard before day one, and inspect the packet at 90 days.Behavioral questions
Past behavior over theater. Use the BIQ bank to pick principles, questions, and hire versus no-hire examples.Next step