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LEAD. GROW. INSPIRE.
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In our LEAP Leadership Acceleration Program, we believe that transformation doesn’t start with guessing—it starts with clarity. That’s why we integrate two powerful tools into every cohort: PXT Select™ and CheckPoint 360°™.
Together, these assessments give our LEAP participants more than just insights—they create momentum. Here's how: PXT Select™: Precision for the People Side of Performance This assessment helps leaders understand how they’re wired to think, work, and communicate—then matches that profile against their current role or future leadership goals. What it delivers:
Our members often say it feels like “getting the user manual for myself.” And for managers, it’s the missing link to hiring and developing high-performing teams with confidence. CheckPoint 360°™: Feedback That Fuels Forward Motion Leadership doesn’t happen in a vacuum—it happens in relationship to others. The CheckPoint 360° gathers confidential feedback from direct reports, peers, and supervisors to create a full-circle view of how a leader is showing up. What it delivers:
LEAP graduates consistently call it one of the most eye-opening elements of the program. And we agree—it’s a catalyst for growth that lasts far beyond the cohort. From Insight to Impact When paired with coaching and a trusted learning community, these tools do more than generate reports—they generate results. Our LEAP members walk away with deeper self-awareness, stronger leadership presence, and practical strategies to lead with clarity and confidence. Because when leaders understand themselves better, they lead others better. And that’s where real transformation begins.
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Once upon a time in a small company nestled between high ambition and mild dysfunction, there was a garden—well, sort of. It was a scruffy patch of land behind the office, once intended to be a community veggie plot.
A sign hung crookedly above it: “Planted with Purpose – 2020.” Four years later, it looked more like a cautionary tale than a farm-to-table dream. Danielle, the new COO, noticed it on her first week. “What happened to the garden?” she asked. “Oh,” said Mark, the VP of Sales. “That was a team-building idea. We planted a few things, but no one really owned it. Watering schedules fell apart. People got busy. We meant well.” Danielle nodded, staring at a lone tomato plant strangled by weeds. Later that week, she gathered her senior managers. “That garden,” she said, “is our leadership bench.” Confused stares. “We’ve planted good seeds—high-potential managers. But we didn’t invest the time, tools, or ownership to help them grow. Now we’re wondering why morale is low, turnover is high, and no one’s stepping up.” Silence. Then a sheepish nod from HR. “So,” Danielle said, “we’re going to try again. Not with tomatoes, but with leaders.” That quarter, they launched a leadership development initiative. Managers were invited into a structured, supported program that focused not just on knowledge, but on habits, behaviors, and coaching. It was LEAP. The changes didn’t come overnight. But month by month, team dynamics improved. Clarity emerged. Trust grew. Accountability took root. And funny enough, the garden out back got revived too. Moral of the Story: Potential doesn’t grow on good intentions alone. It takes watering. Tending. Coaching. Your managers might be a garden of almost-greatness—ready to grow, if given the right conditions. This spring, help them LEAP! |
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AuthorLynda Silsbee is Founder and President of the Alliance for Leadership Acceleration. She has spent more than 30 years creating and leading high performance teams. Along with the other LEAP Certified Coaches, she reports that helping managers make the LEAP to leader is one of the most fulfilling aspects of her work. 
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