Leadership & Management Development Program
1. Purpose
This document defines the leadership and management development curriculum. It supports new managers at promotion or hire, ongoing development for experienced managers, and an executive track for directors and above. All people managers complete the New Manager Fundamentals track within ninety days of taking on direct reports.
2. Program Summary
| Course Code | Title | Delivery Mode | Deadline |
|---|---|---|---|
| LDR-101 | New Manager Fundamentals | Blended | Day 90 from manager start |
| LDR-110 | Manager Self-Service Onboarding | Self-paced online | Day 14 from manager start |
| LDR-201 | Performance Management Foundations | Instructor-led virtual | Day 90 |
| LDR-210 | Coaching for Performance | Blended | Day 180 |
| LDR-220 | Difficult Conversations | Instructor-led virtual | Day 180 |
| LDR-301 | Hiring & Interviewing | Blended | Before first interview panel |
| LDR-310 | Inclusive Hiring Practices | Self-paced online | Before first interview panel |
| LDR-401 | Inclusive Leadership | Blended | Day 180 |
| LDR-410 | Building Psychological Safety | Instructor-led virtual | Day 365 |
| LDR-501 | Senior Leader Development Track | Cohort program | Within first year as Director / VP |
| LDR-510 | Executive Communication | Blended | Within first year as Director / VP |
3. New Manager Track
LDR-101: New Manager Fundamentals
- Category: Role-Required
- Intended Audience: Any employee who has been promoted or hired into a role with direct reports
- Delivery Mode: Blended (self-paced online plus instructor-led cohort sessions)
- Duration: 20 hours over six weeks
- Completion Deadline: Within 90 days of taking on direct reports
- Prerequisites: NEW-101 through NEW-108
- Assessment Method: Cohort participation and capstone exercise
- Compliance Flag: None
- Recertification Cadence: On promotion to a senior management level
- Owner: Leadership Development
- Status: Active
- Notes: Devin (Aiden Carter’s manager) completed LDR-101 when first promoted to manager and is the canonical example for the manager-side of the onboarding demo.
LDR-110: Manager Self-Service Onboarding
- Category: Role-Required
- Intended Audience: All new people managers
- Delivery Mode: Self-paced online
- Duration: 90 minutes
- Completion Deadline: Day 14 from taking on direct reports
- Prerequisites: None
- Assessment Method: Knowledge check
- Compliance Flag: None
- Recertification Cadence: On tool-set change
- Owner: HR Operations and Leadership Development
- Status: Active
- Notes: Covers approving onboarding requests, reviewing direct-report training assignments, and completing recurring people-management tasks.
4. People Management Foundations
LDR-201: Performance Management Foundations
- Category: Role-Required
- Intended Audience: People managers
- Delivery Mode: Instructor-led virtual
- Duration: 6 hours over two sessions
- Completion Deadline: Day 90
- Prerequisites: LDR-101
- Assessment Method: Case-study exercise
- Compliance Flag: None
- Recertification Cadence: Biennial
- Owner: Leadership Development
- Status: Active
LDR-210: Coaching for Performance
- Category: Role-Required
- Intended Audience: People managers
- Delivery Mode: Blended
- Duration: 8 hours over three weeks
- Completion Deadline: Day 180
- Prerequisites: LDR-101; LDR-201
- Assessment Method: Practical demonstration in a coaching exercise
- Compliance Flag: None
- Recertification Cadence: Biennial
- Owner: Leadership Development
- Status: Active
LDR-220: Difficult Conversations
- Category: Role-Required
- Intended Audience: People managers, account managers, customer operations supervisors
- Delivery Mode: Instructor-led virtual
- Duration: 4 hours
- Completion Deadline: Day 180
- Prerequisites: LDR-101
- Assessment Method: Practical demonstration in a role-play exercise
- Compliance Flag: None
- Recertification Cadence: Biennial
- Owner: Leadership Development
- Status: Active
5. Hiring and Inclusion
LDR-301: Hiring & Interviewing
- Category: Role-Required
- Intended Audience: Any employee who serves on an interview panel
- Delivery Mode: Blended
- Duration: 4 hours
- Completion Deadline: Before first interview panel
- Prerequisites: NEW-105; LDR-310
- Assessment Method: Observed mock interview
- Compliance Flag: Annual regulatory training
- Recertification Cadence: Biennial
- Owner: HR Talent Acquisition and Leadership Development
- Status: Active
LDR-310: Inclusive Hiring Practices
- Category: Role-Required
- Intended Audience: Any employee who serves on an interview panel
- Delivery Mode: Self-paced online
- Duration: 90 minutes
- Completion Deadline: Before first interview panel
- Prerequisites: NEW-105
- Assessment Method: Scored exam (passing threshold 85%)
- Compliance Flag: Annual regulatory training
- Recertification Cadence: Annual
- Owner: HR Talent Acquisition
- Status: Active
LDR-401: Inclusive Leadership
- Category: Role-Required
- Intended Audience: People managers
- Delivery Mode: Blended
- Duration: 6 hours over two weeks
- Completion Deadline: Day 180
- Prerequisites: LDR-101; LDR-310
- Assessment Method: Case-study exercise
- Compliance Flag: None
- Recertification Cadence: Biennial
- Owner: Leadership Development
- Status: Active
LDR-410: Building Psychological Safety
- Category: Recommended
- Intended Audience: People managers
- Delivery Mode: Instructor-led virtual
- Duration: 4 hours
- Completion Deadline: Day 365
- Prerequisites: LDR-101
- Assessment Method: Reflection exercise
- Compliance Flag: None
- Recertification Cadence: None
- Owner: Leadership Development
- Status: Active
6. Senior Leader Track
LDR-501: Senior Leader Development Track
- Category: Role-Required
- Intended Audience: Directors, vice presidents
- Delivery Mode: Cohort program with mentorship
- Duration: 40 hours across six months
- Completion Deadline: Within first year as Director / VP
- Prerequisites: LDR-101 through LDR-410
- Assessment Method: Cohort participation and capstone project
- Compliance Flag: None
- Recertification Cadence: None
- Owner: Leadership Development and Executive Office
- Status: Active
LDR-510: Executive Communication
- Category: Role-Required
- Intended Audience: Directors, vice presidents
- Delivery Mode: Blended
- Duration: 8 hours over two weeks
- Completion Deadline: Within first year as Director / VP
- Prerequisites: LDR-501
- Assessment Method: Recorded executive presentation review
- Compliance Flag: None
- Recertification Cadence: On role change
- Owner: Leadership Development and Executive Office
- Status: Active
7. Role-Based Training Requirements
| Role | Required Leadership Courses | Deadline | Recert |
|---|---|---|---|
| New People Manager (any role) | LDR-101; LDR-110; LDR-201 | Day 14 / Day 90 | Biennial |
| Experienced People Manager | LDR-101; LDR-201; LDR-210; LDR-220; LDR-301; LDR-310; LDR-401 | Day 180 | Biennial |
| Retail Store Manager | LDR-101 (in addition to RTL-401) | Day 90 | Biennial |
| Field Operations Supervisor | LDR-101; LDR-201; LDR-220 | Day 90 | Biennial |
| Customer Operations Supervisor | LDR-101; LDR-201; LDR-220 (in addition to CCO-601) | Day 90 | Biennial |
| Senior Software Engineer / Tech Lead (manages people) | LDR-101; ENG-150 | Day 90 | Biennial |
| Director / Vice President | LDR-501; LDR-510 (in addition to LDR-101 through LDR-401) | Within first year | On role change |
| Senior Executive / C-Suite | LDR-501; LDR-510; selected senior leader electives | Within first year | On role change |
| Interview Panel Member (any role) | LDR-301; LDR-310 | Before first panel | Biennial / Annual |
8. Cohort Cadence
Cohort-based courses (LDR-101, LDR-201, LDR-210, LDR-401, LDR-501) run on a quarterly cadence. The L&D administration tool auto-enrolls eligible managers into the next available cohort that meets their completion deadline. Managers can request an earlier cohort through their HR business partner.