Leaders Developed
Promotion Success Rate
Reduction in Leadership Turnover
Participant Satisfaction
Organizations worldwide face a critical shortage of leadership capability. Here's what's at stake:
High performers are promoted to leadership based on technical skills, not leadership capability, then left to figure it out.
Organizations scramble when leaders leave, resorting to expensive external hires who often don't fit the culture.
Each leader manages their own way, creating confusion, inequity, and a fragmented employee experience.
Employee Disengagement: Bad managers cause 70% of variance in employee engagement
Turnover: 50% of employees have left a job to get away from their manager
Productivity Loss: Poor leadership costs $550B annually in lost productivity (Gallup)
Innovation Stagnation: Teams with poor leaders are 65% less innovative
Customer Impact: Companies with poor leadership have 40% lower customer satisfaction
Great organizations don't just hire leaders—they build them systematically.
A comprehensive approach to building leadership capability at scale
Structured development pathways, not ad-hoc training
Real leadership challenges, coaching, and application
Ongoing development journey, not one-time programs
Every program includes individual coaching from ICF-credentialed coaches. We don't just teach concepts—we help leaders apply them in their real context and overcome their specific challenges.
Why it matters: Leaders learn by doing, not just listening. Coaching ensures transfer from classroom to real world.
Leaders develop together in peer cohorts, creating lasting networks, shared language, and collective capability that strengthens your entire leadership team.
Why it matters: The best learning happens peer-to-peer. Cohorts create psychological safety and accelerate development.
Leaders work on actual challenges they're facing, not hypothetical case studies. Every session includes action learning projects applied immediately in their work.
Why it matters: Real problems drive real learning and create immediate business value.
We adapt every program to your organization's culture, strategy, challenges, and leadership competency model. No cookie-cutter content.
Why it matters: Generic programs don't stick. Context-specific development creates lasting behavior change.
We measure leadership capability before, during, and after programs using 360-degree feedback, performance metrics, and business impact tracking.
Why it matters: What gets measured gets developed. Data ensures accountability and demonstrates ROI.
Leadership development isn't a one-time event. We partner with you for 6-18 months per cohort, ensuring sustained development and support.
Why it matters: Behavior change takes time. Sustained support ensures leaders truly transform.
Comprehensive programs for every leadership level
For: First-time managers and high-potential individual contributors transitioning to leadership
Duration: 6-9 months | Format: Monthly workshops + individual coaching | Cohort Size: 12-20 participants
New leaders struggle with the shift from "doing" to "leading through others." They're promoted for technical skills but lack leadership skills, tools, and confidence.
Leadership Mindset Shift - From individual contributor to leader
Coaching for Performance - How to develop team members
Delegation & Empowerment - Letting go of doing to lead
Difficult Conversations - Feedback, accountability, conflict
Building Trust & Influence - Leading without authority
Time & Priority Management - Managing competing demands
Self-Awareness & Emotional Intelligence - Understanding impact
Leading Through Change - Navigating uncertainty
Month 1: Kickoff & Assessment - 360-degree feedback, leadership assessment, program launch
Months 2-8: Core Development - Monthly full-day workshops (8 sessions) + 3 individual coaching sessions per participant
Month 9: Capstone & Graduation - Present leadership project, receive feedback, celebrate growth
Investment: $3,500 - $5,000 per participant
For: Managers of managers, department heads, and experienced leaders
Duration: 9-12 months | Format: Monthly workshops + individual coaching | Cohort Size: 10-16 participants
Mid-level leaders are the "squeezed middle"—responsible for executing strategy while managing up, down, and across. They need to shift from operational excellence to strategic leadership.
Strategic Thinking - From tactical to strategic mindset
Developing Other Leaders - Coaching managers to coach
Leading Through Influence - Cross-functional collaboration
Change Leadership - Driving transformation initiatives
Building High-Performing Teams - Team dynamics at scale
Executive Presence - Leading with gravitas and impact
Navigating Politics & Complexity - Organizational savvy
Leading Innovation - Creating entrepreneurial cultures
Months 1-2: Assessment & Alignment - Executive 360 feedback, strategic leadership assessment, stakeholder interviews
Months 3-11: Core Development - Monthly full-day workshops (9 sessions) + 5 individual coaching sessions + strategic leadership project
Month 12: Integration & Certification - Present strategic project to senior leadership, graduation
Action Learning Projects: Each leader works on real strategic challenge
Senior Leader Shadowing: Exposure to executive leadership
Cross-Functional Projects: Lead initiatives outside your area
Peer Coaching Circles: Ongoing peer support groups
Investment: $6,000 - $8,500 per participant
For: Senior executives, C-suite members, and business unit leaders
Duration: 12-18 months | Format: Quarterly offsites + individual executive coaching | Cohort Size: 6-12 participants
Senior executives must balance short-term performance with long-term vision, make complex decisions with incomplete information, and lead through unprecedented disruption—all while modeling the culture they want to create.
Visionary Leadership - Creating compelling futures
Leading Transformation - Large-scale organizational change
Board & Stakeholder Management - Executive governance
Building Executive Teams - High-performing leadership teams
Strategic Decision-Making - Complex, ambiguous choices
Culture Architecture - Designing organizational DNA
Executive Presence & Impact - Leading at the highest levels
Leadership Legacy - Sustainable succession planning
Quarter 1: Discovery - Executive assessment, board interviews, strategic review, individual development planning
Quarters 2-5: Executive Development - Quarterly 2-day executive offsites + monthly 1:1 executive coaching + peer advisory circles
Quarter 6: Integration - Final offsite, leadership legacy planning, graduation
Master Coach Assigned: ICF MCC-level coach for each executive
Confidential Peer Advisory: Safe space for vulnerable leadership challenges
Board Presentation Coaching: High-stakes communication preparation
360° Executive Feedback: Before, during, after measurement
Customized Content: Fully tailored to your strategic priorities
Investment: $15,000 - $25,000 per participant
For: Top 10% of talent identified for accelerated development
Duration: 12 months | Format: Monthly sessions + individual coaching + stretch assignments | Cohort Size: 8-12 participants
Your future leaders need accelerated development to be ready for critical roles. This intensive program fast-tracks high-potential talent through exposure, challenge, and support.
Enterprise Leadership Mindset - Thinking beyond your function
Leading Complex Change - Transformation leadership
Business Acumen - Strategic and financial literacy
Innovation Leadership - Entrepreneurial thinking
Leading at Scale - Organizational influence
Building Networks - Strategic relationship building
Personal Brand & Impact - Visibility and positioning
Navigating Ambiguity - Leading through uncertainty
Assessment Phase (Month 1-2): Comprehensive leadership assessment, executive interviews, development planning
Development Phase (Months 3-11): Monthly workshops + stretch assignments + executive coaching + executive shadowing
Presentation Phase (Month 12): Present strategic recommendations to CEO/board, graduation
Strategic Project: Lead cross-functional business challenge
Executive Sponsorship: Each HiPo paired with C-suite sponsor
Exposure Experiences: Board meetings, customer visits, site tours
External Perspectives: Visits to other companies, industry experts
Fast-Track Advancement: Priority consideration for key roles
Investment: $8,000 - $12,000 per participant
For: Organizations with unique leadership development needs
Industry-specific leadership challenges
Technical leaders transitioning to general management
Sales leadership development
Global leadership programs
Women in leadership development
Diversity, equity & inclusion leadership
Remote/hybrid leadership
Leadership during organizational transformation
Discovery: Understand your strategy, culture, and leadership gaps (2-3 weeks)
Design: Co-create program with your leadership team (3-4 weeks)
Pilot: Test with small group, refine based on feedback (1 cohort)
Scale: Roll out to broader population with continuous improvement
Investment: Custom pricing based on scope, typically $50K - $500K for program design + per-participant fees
The foundation of all our leadership development programs
We develop leaders across five interconnected competency domains:
Already have a leadership competency model? We adapt our programs to align with your existing framework while bringing ICF coaching rigor and proven development methodologies.
The measurable impact of our leadership programs
Leaders Developed
Promotion Success Rate
Reduction in Turnover
Average ROI
| Metric | Improvement |
|---|---|
| Leadership Effectiveness (360°) | ↑ 45% |
| Self-Awareness | ↑ 60% |
| Confidence in Leadership Role | ↑ 70% |
| Strategic Thinking Ability | ↑ 55% |
| Coaching Skills | ↑ 80% |
| Metric | Improvement |
|---|---|
| Team Engagement Scores | ↑ 40% |
| Team Performance Metrics | ↑ 35% |
| Leadership Retention | ↑ 50% |
| Internal Promotion Success | ↑ 65% |
| Time-to-Leadership Readiness | ↓ 40% |
| Program Investment: | $60,000 (15 participants × $4,000) |
| Year 1 Returns: | |
| Reduced leadership turnover (3 leaders × $75K cost) | $225,000 |
| Improved team productivity (15 teams × $15K value) | $225,000 |
| Faster promotion readiness (reduces external hiring) | $100,000 |
| Total Year 1 Value: | $550,000 |
| ROI: | 9.2x |
Company: 200-employee SaaS company | Program: Emerging Leaders (2 cohorts, 28 participants)
Rapid growth created urgent need for managers. They were promoting people quickly but without support, leading to 45% first-year manager failure rate and team frustration.
Two cohorts of Emerging Leaders Program running simultaneously, with all new and recently-promoted managers participating in 9-month development journey.
"Before Adhigam Avenue, we were throwing people into leadership and hoping they'd figure it out. Now we have a systematic way to develop leaders, and the impact on our culture and performance has been transformative." - VP of People
Company: 800-employee manufacturing firm | Program: High-Potential Accelerator (12 participants)
Average age of leadership team was 58, and there was no clear succession plan. They needed to develop internal talent quickly or face massive knowledge loss.
Identified top 12 high-potential leaders (ages 32-45) for intensive 12-month accelerator program with executive coaching, strategic projects, and board exposure.
"This program didn't just develop individual leaders—it transformed how we think about leadership development. We now have a robust pipeline and our top talent is staying and growing with us." - CEO
All facilitators hold professional coaching credentials (ACC, PCC, MCC) with 1,000+ hours of coaching experience each.
Programs built on research in adult learning, neuroscience, and organizational psychology—not just theory.
We measure success by business outcomes: retention, promotion success, team performance—not just participant satisfaction.
Experience across USA, India, and Asia-Pacific with understanding of diverse leadership cultures and contexts.
Every program includes feedback loops, measurement, and refinement to ensure ongoing effectiveness.
We're not vendors—we're partners invested in your success with average 3+ year client relationships.