One-day facilitator kit

Hiring & Promoting the Right People Leaders

A complete one-day workshop on selecting and developing people leaders, ready to deliver under your own name.

Get the kit for $497 See what's inside
The one-gate model The cost of a mis-hire The four capacities Self-awareness The pause Developing others Enterprise outlook The twelve questions A 30, 60, 90 day plan The one-gate model The cost of a mis-hire The four capacities Self-awareness The pause Developing others Enterprise outlook The twelve questions A 30, 60, 90 day plan
7Modules in one day, 8:30 to 4:30
51Slides, each with speaker notes
14Files in the member portal
$0Royalties. You set the fee and keep it
The premise

We promote our best performers. Then hope they figure out how to lead people.

The performance-first model is an industrial-era inheritance. Knowledge work turned the job into developing people, but our promotion habits never updated.

This day replaces hope with discipline.

The cost of the habit
Times companies pick the wrong manager82%
Engagement variance that is the manager70%

Gallup, taught in module 2.

What it costs, and what it returns

Getting it wrong is expensive. Getting it right pays.

Module 2 makes the cost concrete, first in behavior, then in dollars. Each table then costs the mismatch in its own organization.

30%

A bad hire

Costs about 30 percent of first-year earnings. US Department of Labor.

$200,000A leadership mis-hire

Replacing the wrong leader

Replacement runs one to three times salary, all in. For a leader, 75,000 to over 200,000 dollars. Industry replacement studies.

48%

The upside

Higher profit from the highest-talent managers. Role training lifts thriving from 28 to 50 percent. Gallup.

The day, module by module

The morning names what to look for. The afternoon builds the toolkit.

Every module reads the same way in the guide: an objective, talking points tied to slides, a timed activity and a leader note. Pick a module to see it.

Break · 15 min Lunch · 1 hour Break · 15 min
The interview toolkit

Twelve questions. Three themes. One follow-up that does the work.

When you hear a generality, say: give me a specific example. Score the evidence, not the impression. Pick a theme.

The full wording is in the guide and on workbook pages 8 and 9. Worksheet 02 is the scorecard.

What participants leave with

One change to the system. One change to the self.

01

HR and selectors

One change to how we hire or promote: the role profile, the twelve questions, self-assessment first, or two career paths.

02

Current and aspiring leaders

One personal capacity to develop, and one coaching habit to start this week.

03

Every participant

A 30, 60, 90 day plan, checked with a partner at each mark.

Five worksheets for the weeks after

Four are tools for the people who select. The fifth keeps every participant's commitment alive.

01 · People-leader role profileBefore the role is posted
Defines the people job and how each capacity will be assessed, before a single candidate is seen.
02 · Structured interview scorecardEvery interview
The twelve questions in use: the evidence, abstract or behavioral, and a score for each theme.
03 · Promotion readiness reviewBefore the decision
Self-assessment, assessment data and interview evidence together on one page.
04 · Struggling leader support planNinety days
Assessment, coaching and targeted skills, with an explicit decision point at ninety days.
05 · Ninety-day commitment trackerDays 30, 60 and 90
The commitment from module 7, checked with a partner against what actually happened.
10×
MIT Sloan Management Review

Toxic culture is ten times more predictive of attrition than pay.

People leave managers more often than they leave salaries. Every figure in the deck comes with its source, so you can name it in the room.

What's inside

14 files. Five folders. One theme.

Eight files read from a single document theme. Set your colors, fonts and logo once and the deck, workbook, worksheets and feedback form all follow.

Instant download from a private member portal. Get the kit
03
Core workshop assets8 files
Facilitator guide, 18 pagesPDF
Slide deck, 51 slides with speaker notesPPTX
Participant workbookDOCX
Five worksheets for the weeks afterDOCX
People-leader role profileStructured interview scorecardPromotion readiness reviewStruggling leader support planNinety-day commitment tracker
01
Welcome and getting started1 file
License and terms of usePDF
02
Customization1 file
Rebranding guidePDF

Your colors, fonts and logo across all eight themed files, step by step.

04
Pre-session logistics3 files
Invitation emailPDF
Room and platform setup checklistPDF
Tech check emailPDF
05
Delivery and feedback1 file
Feedback form and scoring sheetDOCX
Learning outcomes

Nobody describes their best boss by how good they were at the work. They describe how they were led.

By the end of the day, participants can:

01

Explain why the performance-first promotion model fails, and what getting it wrong costs in behavior and dollars.

02

Name the four human-centered capacities of a people leader, and recognize them in others and in themselves.

03

Use validated assessments and twelve structured interview questions to select and develop for people leadership.

04

Apply best-practice mindsets for hiring, promoting and developing leaders, including supporting a struggling one.

05

Leave with personal and organizational commitments and a 30, 60, 90 day plan.

Who built it

Dr. Bill Dickinson

Executive coach, facilitator, author, and founder of C3 Leadership, LLC.

Every figure and named idea in the deck is drawn from his book, Optimizing Self, second edition, and the research it references.

The research in the deck
GallupTasha EurichAdam GrantHilary Jacobs HendelMIT Sloan Management ReviewChartered Management Institute
Dr. Bill Dickinson
Founder, C3 Leadership
Who sits in the room

A mixed room works best. Each side sees what the other cannot.

HR and talent leaders

The people who hire and promote. They own the system changes.

Senior leaders

The people who shape the leadership pipeline and sign off on promotions.

New and aspiring leaders

The people living with the current system. They own the personal shifts.

Short on time?

The guide tells you what to cut, and what never to cut.

Choose activity 3B or 3C, not both. Run two interview rounds, not three. Activity 3A and every debrief stay.

Delivery

In person, virtual or hybrid

In personVirtualHybrid
License, in plain language

One restriction. Everything else is permission.

The kit is licensed to the person who buys it, for any session they personally facilitate.

Unlimited sessions

Run it as often as you like, with no cap on sessions or participants.

Keep every fee

Charge your own clients and keep all of it. C3 takes no share.

Full white label

Put your brand on everything. Nothing has to credit C3.

Adapt the content

In person, virtual or hybrid, shaped to your audience.

Print what the room needs

Any quantity, for the people attending your session.

The one restriction

You may not resell, redistribute or pass on the kit files themselves.

INVESTMENT

GET INSTANT ACCESS TO THE FULL FACILITATOR KIT

$497

ONE-TIME PAYMENT

Fill in your details below to get your kit.

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FAQ

Questions before you buy.

Anything else, write to [email protected]

Are the assessments included?

No. EQ-i 2.0, AQai, Hogan, the Envisia EQ 360 and the Leadership Circle Profile belong to their publishers and are purchased and administered separately. The kit teaches how to use them well.

Do participants need to do pre-work?

No. A short EQ or strengths self-assessment before the day is optional. Without it, module 4 uses the self-rating in the workbook.

Do I need to be a certified facilitator?

No. The guide is written so any prepared facilitator can deliver the day: talking points tied to slides, timed activities and leader notes for every module.

Can I rebrand it?

Yes. The deck, workbook, five worksheets and feedback form all read from one theme, so you set your colors, fonts and logo once and they carry across every file. Theme editing needs the desktop versions of PowerPoint and Word.

Can I run it virtually?

Yes. The room and platform setup checklist and the tech check email cover in person, virtual and hybrid delivery.

Can my colleagues deliver it too?

This license covers the named person who buys it. An organization license covers your employees and any facilitator you contract to run a session for you. Email [email protected] to set one up.

Can I resell the kit?

No. Deliver the workshop as your own, but do not resell, redistribute or pass on the files. Handing a printed workbook to someone in your session is delivery, not redistribution.

How do I receive it?

Instant access to a member portal after purchase, where every file is ready to download.

Hiring & Promoting the Right People Leaders

Stop promoting on hope.

One day, 14 files, and a room that leaves with a selection toolkit and a development plan.

$497
One-time payment Instant access Full white label
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C3 Leadership

Leadership development and executive coaching. Based in Atlanta, working globally in virtual, in-person and hybrid formats.

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