— Emerging leaders program
Develop great leaders before they become leaders
Most organizations promote their best performers into leadership roles — without giving them the tools needed to ensure future success. The Emerging Leaders Program changes that.
of managers are “accidental managers” — placed in leadership roles without formal training or support to lead well.
of team engagement is directly tied to the quality of their manager — making leadership development a business imperative.
of managers say they’ve never received any management training at all — leadership can’t be left to chance
Identify. Educate. Develop.
Identify
Emerging leader self-assessment
Objective data that reveals each individual’s leadership readiness across three key dimensions — before they’re in the role.
Educate
Emerging leaders academy
A one-day introduction to the coaching performance equation and the behaviors that define great leadership from day one.
Develop
Emerging leaders workshops
Ongoing 60-minute virtual sessions covering the six coaching themes — giving emerging leaders the skills to coach their future teams.
Three Dimensions of Leadership Readiness
The Emerging Leader Self-Assessment is built around three dimensions proven to predict leadership effectiveness. Unlike personality tests or engagement surveys, it is specifically designed to reveal whether someone is genuinely ready — and willing — to lead.
Knowledge
Understanding of foundational leadership concepts, coaching practices, and team effectiveness
Behavior
Interests
Why all three dimensions matter
An individual can have deep knowledge of leadership theory but no behavioral inclination to lead. Or strong natural tendencies but no real interest in the work of developing others.
The ELI measures all three together — giving organizations a complete picture, not a partial one.
Are Your Emerging Leaders Truly Ready?
What this enables
- Promotion decisions backed by objective data, not gut instinct
- Development plans targeted at each individual’s specific gaps
- Earlier identification of high-potential leaders in your pipeline
- Reduced risk when placing people in leadership roles for the first time
— Identify
Emerging leader self-assessment
Assessment details
- 24 questions across the three dimensions — takes approximately 15–20 minutes to complete
- Available online — individuals can complete on any device at their own pace
- Org-level aggregate view available — see readiness patterns across your entire emerging leader cohort
Want to see a sample assessment?
What each individual receives
- A scored report across all three dimensions — Knowledge, Behavior, and Interests — with an overall leadership readiness score
- Benchmark comparisons — how they compare to top-quartile emerging leaders across your industry
- A personalized development roadmap — specific areas to focus on based on their unique score profile
- A debrief conversation — a guided discussion of results so insights translate into action
How organizations use the emerging leaders index
- Identify high-potential leaders in your current talent pool before a role opens
- Reduce risk in succession planning with objective data alongside performance reviews
- Build individualized development plans grounded in actual readiness gaps, not assumptions
- Create a consistent, fair process for evaluating leadership potential across teams and regions
— Educate
Emerging leader academy
A one-day introduction to the coaching performance equation and the four high-impact leadership activities. Designed to help future leaders understand the actions and behaviors of effective leaders — so they’re equipped from the moment they’re promoted.
Typical academy agenda
Introduction: Your Coaching Why
Participants will uncover their individual “Coaching Why,” clarifying the personal motivation that fuels their growth and impact as a leader.
The Coaching Themes
An overview of the core coaching themes, supported by data that highlights their direct impact on retention, satisfaction, and performance.
The Relationship Themes
A deeper look at the behaviors that build trust-based relationships, paired with small group discussions to share experiences and surface practical ways to improve.
The Order Themes
Exploration of coaching behaviors that create clarity and structure, with collaborative sessions focused on real-world application and refinement.
The Complexity Themes
Examination of behaviors that challenge thinking and drive growth, supported by group dialogue to exchange insights and identify actionable improvements.
Join the next generation of high-impact leaders
Format & delivery
Available in-person or virtual. Delivered as a full-day session for groups of 10–30 emerging leaders. Can be split into half-day formats for larger organizations or distributed teams.
Who is it for?
Individual contributors and senior individual contributors who are on a leadership track or recently promoted.
What makes it different
- Grounded in their ELI results — participants arrive knowing their own readiness profile, making the training immediately personal
- Peer cohort learning — emerging leaders build relationships with others navigating the same transition
- Practice-first curriculum — every module includes a skill drill, not just a slide deck
Ideal sequencing
Run the ELI Assessment 2–3 weeks before the Academy so participants receive their results, reflect on them, and arrive ready to connect the training to their own development areas.
— Develop
Emerging leaders workshops
Six 60-minute virtual workshops covering each of the six coaching themes — so future leaders gain the applicable knowledge they need to coach their teams from day one. Research-based, interactive, and built around your organization’s culture and goals.
Format & cadence
One-hour virtual sessions, typically delivered monthly or bi-monthly. Each workshop is self-contained and builds on the six coaching themes from the survey.
What each session includes
- Research on the theme — what the data says about how this behavior affects team performance
- Peer discussion — how the theme shows up in real scenarios the cohort is navigating
- Practical application — specific behaviors to adopt, not just concepts to understand
- One action item — a concrete behavior to try with their team before the next session
The six workshops
Connection
Psych safety
Structure
Communication
Challenge
Skill development
Competence and confidence
Want to see all workshops?
What prepared leaders make possible
2x
More likely to hit every measurable goal— teams led by high-Connection leaders consistently outperform their peers.
$500K
In sales effectiveness gains— a 1% improvement in coaching effectiveness can drive $500K+ in added revenue per leader.
3.8X
More likely to be highly engaged— team members on well-coached teams are nearly four times more engaged than average.
3.0X
Lower turnover of top talent— when leaders coach effectively, their best people stay and grow instead of leaving.
Leadership development is one of the highest-return investments an organization can make.
When emerging leaders are given the right tools before they step into their roles, the results are immediate and compounding — better team performance, higher engagement, lower turnover, and a leadership bench that’s ready when you need it.
These outcomes come from a decade of research across hundreds of organizations who’ve invested in developing their leaders early. The difference between prepared and unprepared leaders is measurable from day one.
Real results. Real leaders.
“Too often, organizations offer leadership opportunities without the support needed to succeed. New Hope is closing that gap—building a culture of prepared, confident leaders through CoEffex’s Emerging Leaders program.”
Matt Simon
Chief Operations Officer
New Hope Treatment Centers Inc.
Ready to build your leadership bench?
Let’s talk about the right program for your organization’s emerging leaders.