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Lead Differently
HITA for Organizations

You gave them the position. Nobody gave them the playbook.

You have a group of managers, and every one of them is leading the way their last boss led. This puts one playbook in all of their hands, so their teams stop waiting on them, and your week stops filling up with what they could not settle without you.

Tell Me About Your Leaders

No sales call. I read it myself and I reply.

Why Leaders Land Here

You are here for one of two reasons.

One. Everything runs through them.

Nothing on that team moves until your manager touches it. Escalations land on your desk because they landed on theirs first, and your strongest manager is quietly doing three jobs and calling it leadership. The team is learning from it. They are learning to wait.

Here is what they are saying, and you have heard some of it.

"I'm doing everyone's job plus my own." "My team won't step up, so I have to." "I feel like a dumping ground for everyone else's problems."

That is not a people problem and it is not a hiring problem. They are not failing. They are leading without a system, and nobody ever handed them one. Nobody handed you one either.

Two. You want it to be the first thing a new manager gets.

Right now a new manager gets a title, a calendar, and the people part to work out on instinct. So they copy the last boss they had, good or bad. Hand them the playbook at the start instead, and the first team they run gets the leader you promoted them to be.

HITA asks every leader in it one question.

Can your team run without you? Not for a day. For a week. Ask it one level up. Can your managers' teams run without them? You already know, and you have been covering for it.

What You Get Back

You have been the program.

Here is the thing I wanted and never had. A group of managers under me, and one program I could hand to all of them. I wanted to know what was being done, how they were leading, and that they were running the playbook I knew made things work. I never had that. I had hope and a lot of one-on-ones.

Ryan King

The search is over.

The vendor call, the deck nobody opened twice, the tab still up from Sunday night. Your leaders are already inside the thing you were out looking for.

The teaching stops being yours.

You have walked three managers through the same conversation this quarter. Same advice, same whiteboard, your Thursday. Now they bring you the decision, already worked, instead of the question.

Your week gets quieter.

Open last week's calendar and count the hours that were really your managers' work. What you notice first is the escalation that never reaches you, handled two levels down.

One way of leading, across every one of them.

Move a person between two of your teams today and they have to learn a whole new boss. Same language, same tools, whichever of your managers they end up under.

You stop guessing.

Every promotion starts the same guess over. What does this one need, who has time to mentor them. Now there is one place they go, and you already know what happens in there.

High Impact Teams Accelerator

Every leader you send gets all three programs, Clarity First, Unlock Your Edge, and High Impact Teams, with the CliftonStrengths assessment, and two live group coaching calls a month with me.

Clarity First Unlock Your Edge High Impact Teams

That is the manager you are after. Their team moves without them, they bring you decisions instead of problems, and they hold the line in the hard conversation without you behind them.

A leader I coached, on the season they almost walked:

"I'm not sure this transition into a new role would have happened without this work. I'd gotten to a place where I didn't want to be with the organization anymore. We talked through what was wrong and whether it was fixable. The coaching took me from leaving to staying and building something new."

Nonprofit Leader

Your Group, And The Room Outside It

Two rooms. Your leaders are in both.

One room is yours. A private space inside the members' area that only your people can see, where your managers work the same system in the same weeks on your actual teams. You are in there with them, on a seat that is on me, so you see the work without running it.

The other room is not yours, and that is the point. Leaders at their level from other companies and nonprofits, carrying what they carry. There are things a manager will not say to the person who promoted them. They say those things in there, and they come back with an answer.

The program is the program. The space around it is yours.

Four Steps

No deck, no discovery process.

Tell me about your leaders.

The form below. A few minutes. The last question is the one that matters.

I read it and I reply.

Myself. What comes back is about the group you described, not a brochure and not a calendar link.

Your leaders get their seats.

They come in through you. Nothing for them to fill out.

Your space opens and they start.

Nobody waits for a class to begin.

Raising your hand here commits you to nothing. It is a form and a reply.

Tell Me About Your Leaders
Fit, Honestly

Who this is built for.

Company or nonprofit, it does not matter much. What matters is the next few lines.

This is for you if

You have a group of leaders, not one.
You want your managers building teams instead of being the team.
You want to be in it with them, not only send them to it.
You are ready for this to be a decision instead of a someday.

This is not for you if

You want a one-day workshop and a good feeling in the room.
You think the problem sits entirely with your managers and nothing changes at your level.
You need it branded as your own program. This is HITA, and I am in the room.
You want your people to attend something. This is something they install.

No hard feelings on any of those. And if this is really about one leader and not a group, send them to the HITA page. That door is theirs. Read the HITA page.

The Only Ask

Tell me about your leaders.

One form. It comes straight to me.

This also puts you on Notes From the Road, one note a week from me, plus my reply about your team. Leave any time.

A rough count is fine. Nobody is holding you to it.

By submitting this form, you agree to our Privacy Policy and to receive emails about your team.

It comes straight to me. I read every one.

Every manager under you is standing where I stood. Nobody handed me the playbook, and the people around me carried the cost of everything I had to work out alone.

You can hand yours the thing nobody handed me.

Tell Me About Your Leaders

Lead differently. Not harder, not the way it's always been done.

I'm Ryan King.

CliftonStrengths® is a registered trademark of Gallup, Inc. Clarity First, Unlock Your Edge, and High Impact Teams are independent programs and are not affiliated with, sponsored by, endorsed by, or certified by Gallup, Inc.

Ryan King is a Gallup-Certified Strengths Coach. CliftonStrengths® is a registered trademark of Gallup, Inc. The non-Gallup information on this site has not been approved and is not sanctioned or endorsed by Gallup in any way.