Leadership Training
Your Team Will Actually Finish.
Most corporate training gets ignored. Ours doesn't. Structured leadership curriculum across five tracks, built-in coaching, and a 95% completion rate you can show your CEO. Live in under an hour.
(Industry average: 15%)
Most Management Training Programs Fail To Build Leadership Pipelines.
You promoted your best people into management roles. Now some are struggling, and you are dealing with turnover you cannot explain, underperforming teams, and a CEO asking what you are doing about leadership development.
Enterprise leadership programs cost more than your managers make
CCL, DDI, Korn Ferry. These programs run $40,000 to $50,000 per year. Built for Fortune 500 budgets, not for the 50 to 500 person company trying to build a real leadership pipeline without six figures to spend.
Content libraries give your managers videos nobody watches
LinkedIn Learning, Skillsoft, BizLibrary. The average completion rate for self-directed online leadership training is 15%. Your managers browse, watch two videos, and never come back. That is not a development program. That is a subscription nobody uses.
One-day workshops feel great and change nothing
The energy is high on day one. By week three, your supervisors and front-line managers are back to the same habits. Without a structured curriculum that builds skill month over month, workshops are an expense you cannot justify to your board.
Your managers are at different levels and one program does not fit all
A first-time supervisor needs something completely different from a 10-year veteran or a manufacturing floor leader. Generic management training programs treat everyone the same. That is why your best performers check out after session two.
Replacing one manager costs between $50,000 and $200,000 in recruiting, onboarding, and lost productivity. Poor leadership is the number one driver of voluntary turnover.
- 80% of organizations lack confidence in their leadership pipeline (DDI 2025)
- Trust in managers dropped from 46% to 29% between 2022 and 2024
- Companies with strong management report up to 15% higher financial performance
- 3.5x more likely to be a top financial performer with leadership development
Meet The Leadership Pipeline Builder
This is not another library of videos your managers will never watch. The Leadership Pipeline Builder is a structured leadership development system from Arrington Coaching.
Think of it as the leadership development infrastructure that companies 10x your size pay consultants $100,000 or more to build. Except it is ready to go, costs a fraction of that, and your team can be learning before end of day.
A System, Not a Library
Your managers do not pick random videos. They follow a development path.
We deliver one focused course per month through a proven curriculum, with coaching support and progress tracking built in. Your team builds real capability over time instead of binging content and forgetting it by Friday.
Track Everything
When your CEO asks what are we getting for this, you will have the exact answer.
We track completion rates, engagement data, and skill development across your entire team. You get clear, actionable insights into who is advancing, where they are stuck, and how your organization is growing its leadership bench strength.
Coaching Built In
Your managers get help when they need it, not 6 weeks later at a workshop.
This is not just passive learning. We include AI coaching support for real-time questions, plus human expert access. When a manager faces a tough conversation or a strategic hurdle, they have a lifeline right inside the platform.
Live Before Lunch
Your team starts building capability today, not next quarter.
Implementation happens in under an hour. There are no massive IT projects, no complex integrations, and no 60-day rollouts. We handle the curriculum, the coaching support, and the delivery so you can focus on running your business.
95% Completion Rate
The industry average is 15%. The difference is how the courses are built.
Every course was taught in person first, refined through real cohorts, then rebuilt for asynchronous learning. Short enough to finish between meetings. Practical enough that your managers actually want to come back for the next one.
Built for Teams of 3 to 500
Start small. Scale when you are ready. No contract renegotiations.
Add people with a click. Run multiple tracks simultaneously for leaders at different stages. Whether you have three managers or three hundred, the platform scales with you without changing how it works or what it costs per person.
How It Works
No IT projects. No long implementations. No six-month rollouts. Your team can be building leadership capability before end of day.
Choose the leadership track that matches where your managers are right now. Emerging leaders, supervisors, established leaders, manufacturing supervisors, or executives. Then pick the plan tier that fits your budget and pace. Three people minimum. That is it. No enterprise contract required.
Your first course and onboarding materials unlock immediately. A new course drops every 30 days. Each one is short enough to finish between meetings and built around real scenarios your managers face right now. Not just theory. Application. Skills that show up in how they lead on Monday morning.
Track completion and progress from your dashboard. Your managers build skills month over month in a logical sequence. And you build the bench strength and consistent leadership capability that keeps your best people from walking out the door. When your CEO asks about leadership development, you will have something concrete to show.
Six Tracks. One Progression.
Every course belongs to a track built for a specific stage of the leadership journey. Your team follows a sequenced curriculum, not a random playlist. Pick a track below to see what your leaders will learn and when they will learn it.
Core / Essentials
The foundation every manager needs before anything else. Six essential courses delivered every other month covering the non-negotiables: how to manage, communicate, hold people accountable, give feedback, lead ethically, and set goals that actually get hit. This is where every leadership journey starts.
New managers, recently promoted supervisors, and leaders who never received formal training. Included in the Core subscription tier.
Emerging Leaders
Your best individual contributors are ready for more, but the jump from top producer to people leader breaks most of them. This 12-month track builds the communication skills, executive presence, and peer influence they need to make that transition without losing their confidence or your team's momentum.
High-potential individual contributors, newly promoted team leads, and anyone being groomed for their first management role.
Supervisory
Most supervisors were promoted because they were good at their old job, not because anyone taught them how to lead. This 12-month track covers the full range of supervisory skills from goal-setting and feedback to delegation, team performance, and psychological safety. Each course builds on the last.
Current supervisors, team leads managing direct reports, and managers with one to three years of experience who need structured skill-building.
Manufacturing Supervisory
Manufacturing leadership has problems generic management training ignores: floor-to-office communication gaps, shift handoff chaos, multigenerational teams, and the pressure to digitize without losing the people who built the operation by hand. This track was built for supervisors and plant managers who need practical skills they can use Monday morning.
Manufacturing supervisors, plant managers, shift leads, and operations managers in production environments.
Established Leaders
Your experienced managers already know the basics. What they need is the next level: how to coach instead of direct, how to lead organizational change, how to build teams that include both people and AI, and how to manage their own energy so they do not burn out doing it. This track takes leaders from competent to multiplying.
Senior managers, directors, and experienced leaders with five or more years in management who are ready to move from managing people to developing them.
Executive Leadership
Leading at the executive level is a different job than managing managers. The politics are real, the stakes are higher, and the feedback disappears. This track is built for VPs, senior directors, and C-suite leaders who need to sharpen their strategic thinking, presence, and organizational impact without slowing down to sit in another seminar.
VPs, senior directors, C-suite leaders, and high-potential managers being developed for executive roles.
"Several of our C-level executives have made time to attend ALL of David's leadership workshops. That's the ultimate testament to their effectiveness and value."
When your busiest executives will not miss a session, you know it is working.
They Found What They Were Looking For
HR Directors, managers, and supervisors across industries. Different roles, different organizations, one consistent outcome.
"It's been great to work with Arrington Coaching because we do not have a training team. David works so quickly. I can just call and say I need this and he has the content or will customize it for our group."
"This was not just another leadership training. It sparked meaningful change in how our managers engage their teams."
"David gave us tools to discuss things collaboratively and learn how to see and acknowledge others' perspectives. We are very grateful for being able to take what we learned and apply it to our everyday situations."
"I am confident in recommending Arrington Coaching to other agencies. The ability to drive holistic development, enhance leadership skills, and inspire a lifelong commitment to growth makes it an easy recommendation."
"Very impressed by the positive, humanist framework to leadership. No personality tests, trademarked jargon, or other organizational pseudo science. It feels like David just really knows his stuff."
Compare the Real Costs
Before you look at a price, look at what you are already paying for the problem you have not solved yet.
Replacing one manager
Recruiting, onboarding, lost institutional knowledge, and reduced team productivity. Poor leadership is the leading driver of voluntary turnover. This cost hits whether you notice it or not.
For your entire team of 3
Five tracks. Structured curriculum. Coaching support built in. Progress tracking your CEO can see. Start this week.
- $55 per person per month on the Core plan
- Three people minimum, no maximum
- Annual billing saves up to 2.5 months
- One-time $299 onboarding fee per group
- No long-term contracts or surprise fees
CCL, DDI, Korn Ferry
Built for Fortune 500 budgets. Six-figure price tags, six-month implementations, and enterprise contracts designed for companies ten times your size. Not built for how you work.
For less than the cost of one bad hire, you can build the leadership infrastructure that stops the next one from happening.
Three tiers. Five tracks. Coaching support included. One-time $299 onboarding fee per group. Annual billing saves you up to 2.5 months free.
No long-term contracts. No surprise fees. No six-month implementation.
Questions We Hear From HR Leaders
If you are evaluating leadership development options for your team, these are the questions that come up most. If yours is not here, we are a quick conversation away.
Schedule a Quick ChatContent libraries give your team access to thousands of courses and hope they pick the right ones. Most people watch a video or two and never come back. That is why content libraries average around 15% completion.
The Leadership Pipeline Builder is a structured curriculum. Your managers follow a specific sequence of courses designed to build skills in a logical order. Each course builds on the one before it. There is no browsing, no guessing, no hoping they find something useful.
Think of it this way: a content library is a buffet. This is a meal plan. Your managers know exactly what to learn, when to learn it, and how to apply it. That is why we see a 95% completion rate.
Small and medium-sized businesses. Specifically, companies that have outgrown informal leadership development but are not ready to spend six figures on an enterprise program.
Most of our clients have somewhere between 25 and 500 employees. They have managers who were promoted because they were great at their jobs, not because someone taught them how to lead. They need a system that works without a dedicated training department to run it.
You can start with as few as 3 people and scale up from there. No minimums beyond that. No enterprise contract negotiations.
Each course takes a few hours to complete and your managers get a full month to finish it. They can work through it in short sessions between meetings or knock it out in one sitting.
We are not asking anyone to block off a full day for training. The courses are built in focused segments that fit into the gaps in a normal workweek. That is part of why the completion rate is so high. It does not compete with their real job. It fits around it.
No. Your team can be learning within an hour of signing up. The platform is fully online. There is nothing to install, no software to integrate, and no IT department needed.
You pick your plan, add your team members, and they get immediate access to their first course and onboarding materials. A new course unlocks every 30 days after that. That is the entire setup. We do ask that your team check their spam folders so our emails do not get lost.
Every plan includes progress tracking so you can see exactly who is completing courses, what they are learning, and how the program is progressing. You will never have to guess whether people are actually using it.
More importantly, the skills your managers learn show up in their work. Better conversations with direct reports. Fewer escalations landing on your desk. Stronger performance reviews. When your CEO asks what you are doing about leadership development, you will have something concrete to show them. Not a receipt for a workshop. A system that is actively building your leadership bench.
That is exactly what the track system is for. The Leadership Pipeline Builder has five distinct tracks covering everything from first-time supervisors to senior executives. You do not have to put everyone through the same program.
Your brand new supervisor and your 10-year veteran can both be developing at the same time, on the same platform, with curriculum that is actually relevant to where they are. Most of our clients run two or three tracks simultaneously depending on their team makeup.
Yes. 60-day results guarantee. If your team is not making progress after 60 days, we will work with you to make it right at no extra cost. We are confident in what we have built. We want you to be too.
Your Managers Deserve a
Real Development System.
Your Organization Deserves the Results.
Your team has the potential. Give them the structure to reach it. Structured curriculum that builds month over month. Coaching support when they need it. A leadership pipeline your organization can count on. Progress your CEO can see. This is what it looks like when leadership development actually works.
Choose Your Plan — Annual Pricing Shown
Core Plan
6 foundational courses. Everything managers need to start building real leadership skills.
per person
- 6 courses delivered every 2 months
- AI coaching support
- Completion certificates
Plus Plan
Scalable manager training with 12 monthly courses and expert coaching.
per person
- 12 comprehensive monthly courses
- Quarterly virtual workshops
- Priority coaching support
Pro Plan
Group coaching calls and strategic analytics for organizations that need accelerated development.
per person
- 12 comprehensive monthly courses
- Monthly group coaching calls
- Executive strategic analytics
All plans require a minimum of 3 people. One-time $299 onboarding fee per group. See full plan details →
60-Day Results Guarantee
If your team is not making progress within 60 days, we will work with you to make it right. No extra cost. No runaround. No fine print. We are confident in what we have built and we want you to be too. If it is not working, we fix it. That is the commitment.
Your leadership pipeline will not build itself.
Start this week. See results in 60 days. Or we make it right.
No long-term contracts. No surprise fees. No six-month implementation.