Leadership development for growing teams.
Monthly, in-person sessions for small groups of your leaders, built on four people-first fundamentals, so the managers who execute your priorities every day lead the way your top team agreed to lead.
Everest Leadership Development is a monthly, in-person program of 60 to 90 minute sessions that builds a deeper bench of leaders across an organization, taught by Everest Collective, the Dallas–Fort Worth firm founded by a former CEO and a former EVP.
It is built for companies whose leadership has not kept pace with their growth, where strong individual contributors have been promoted into management, managers now lead other managers, and the CEO still carries decisions that should be made two levels down.
Who it's for
- Growing companies where what worked at 30 people is starting to break at 100, and the leaders in key seats need help leading through that change.
- CEOs and founders who have become the bottleneck and want more leaders they can hand real decisions to.
- Organizations that want to build leaders steadily, with the same group showing up month after month for a year or longer.
How the work runs.
- Format
- An in-person session once a month, run as an ongoing rhythm for as long as you want to keep building.
- Length
- Each session runs 60 to 90 minutes.
- Who's in the room
- A consistent group of your leaders, ideally twelve or fewer so every person talks in every session. Size and format flex to fit your company.
What your leaders get
Practical work on the four people-first fundamentals we teach and practice ourselves.
- Radical honesty
- Serving with humility
- Explaining the why
- Deferring praise
Every session is aimed at something a leader can use in their next one-on-one or team meeting, and the fundamentals are the same ones leadership teams feel in an Everest retreat.
Fewer decisions land on the CEO's desk.
The first thing most CEOs notice is fewer decisions landing on their desk. Leaders who understand the why behind a priority can make the call themselves, explain it to their own people, and keep work moving when the CEO is out of the room.
Over months, the bench gets deeper. The people who will run the next phase of the company learn to give direct feedback with care, to credit their teams in public, and to lead with the kind of humility that makes people want to follow them.
That shows up where it counts for the business. Priorities get executed further down the organization, promoted managers stop struggling in silence, and the leaders you already have are ready for the bigger roles growth creates.
Most clients start with an executive retreat.
The retreat gets the top team clear on the two or three priorities that matter most for the year and on how they want to lead together. Leadership Development carries those fundamentals into the next layers of the company, so the managers who execute the priorities every day lead the way the top team agreed to lead.
Leadership Development is its own engagement and is not part of a retreat. You can start it on its own, and many teams add it after a retreat once they see how much faster work moves when leaders at every level share the same fundamentals.
See Executive Leadership RetreatsFrom an Everest leadership event
“It was a well-organized event with a strong focus on people-first leadership. The emphasis on radical honesty, serving with humility, explaining the why and deferring praise are fundamentals that truly resonate.”
Leadership Development FAQs
How is this different from a one-day leadership workshop?
Leadership Development runs as a monthly rhythm over many months. A single workshop or keynote can fire people up for a few days and fade by the next week. Meeting every month gives leaders time to try the fundamentals, come back with what happened, and build habits that stick.
How many people should be in each group?
Twelve or fewer is ideal, so every leader contributes in every session. We flex size and format to fit your company, and larger organizations can run more than one group.
Who should be in the group?
Start with the leaders you are counting on to execute your priorities and to grow into bigger roles, often newer managers and the leaders who manage them. The group works best when the same people attend every month.
Do we need to do an executive retreat first?
No, you can start here. Most clients begin with an Executive Leadership Retreat because it gets the top team clear on priorities first, which gives every Leadership Development session something concrete to connect to.
Are sessions in person?
Yes. Leadership Development is built for in-person sessions, because the fundamentals take hold faster when leaders practice them face to face with their peers.
What do you need from us to make it work?
A consistent group of leaders, a commitment to meet in person, and senior leaders who reinforce the fundamentals between sessions. Leaders copy what they see at the top, so the monthly work sticks when the top team models it.
See where your team stands.
Ten questions across connection, clarity, alignment and execution. You’ll see your greatest opportunity at the end with no email required, then decide if a retreat makes sense.
Built from 40+ years of leading teams inside multi-billion-dollar companies.