Leading in the AI era
Your managers do not need another framework. They need to run the quarter without you in the room.
Most leadership programs deliver information. We deliver change. Through a mix of workshops, coaching, action learning, and peer formats, we focus on skill progression and behavior shifts that show up on the job.
We assess where your leadership layer actually is before we design anything, build the programme around the business goals it has to deliver, and measure what changed on the job afterwards.
We assess where your leadership layer actually is before we design anything, build the programme around the business goals it has to deliver, and measure what changed on the job afterwards.
Leading in the AI era
Your managers do not need another framework. They need to run the quarter without you in the room.
Most leadership programs deliver information. We deliver change. Through a mix of workshops, coaching, action learning, and peer formats, we focus on skill progression and behavior shifts that show up on the job.
We assess where your leadership layer actually is before we design anything, build the programme around the business goals it has to deliver, and measure what changed on the job afterwards.
We assess where your leadership layer actually is before we design anything, build the programme around the business goals it has to deliver, and measure what changed on the job afterwards.
Where we step in
Three situations we see most often in growing tech companies.
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Newly promoted managers
When your best engineers became managers several months ago and are trying to figure out what the job is now. When you promoted team leaders from within, and now nobody in that layer gives difficult feedback. -
A leadership team that has to deliver the strategy
When the strategy is clear at the top and invisible two levels down. -
Senior leaders under growth
When every decision still routes through the founder, and the founder is the bottleneck in the org chart.
What’s inside
Already know what you need? These are the topics we build programs from.
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Leader as a Coach
Develop a coaching mindset and skills to increase team ownership, autonomy, and accountability. -
Hiring for Best Fit
Equip managers with hiring skills to build high-performing, value-aligned teams. -
Employee Development
& EngagementStrengthen communication, feedback, conflict management, and team motivation skills. -
Leading Across Cultures
Practical strategies to build trust, give effective feedback, and manage conflicts in multicultural teams. -
Well-Being of a Leader
Build stress resilience, energy management practices, and prevent burnout. -
Managing Performance
Tools for goal setting, delegation, 1:1s, performance reviews, and accountability.
All topics can be delivered as a half-day, full-day, or multi-month leadership program.
We use multiple integrational formats to increase learning effectiveness:
Executive Coaching
5-10 individual sessions to apply new skills to real workplace challenges
Action Learning
Peer groups solving actual on-the-job problems (3-5 sessions, 90 min each)
Shadow Coaching
We observe your meetings and give immediate feedback to improve effectiveness
- Gleb GrigoryanGeneral Manager, GCORE
I engaged SOTA to deliver a leadership development program for my young team, and it exceeded expectations. The course was highly interactive and customized to address our specific needs. Starting with an analysis of the team's business goals, we progressed through leadership development sessions that were both insightful and practical.
- Gleb GrigoryanGeneral Manager, GCORE
I engaged SOTA to deliver a leadership development program for my young team, and it exceeded expectations. The course was highly interactive and customized to address our specific needs. Starting with an analysis of the team's business goals, we progressed through leadership development sessions that were both insightful and practical.
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