Training Programs That Build Strong Leaders and Teams
“This was the first time our leadership team walked away completely aligned. We didn’t just talk we made decisions, set priorities, and left with energy to actually deliver them.”
Target audience
Our offsites are for leadership teams who need space to think, reset, and get on the same page.
Executive teams –Executives and senior leaders who need to build trust, clarity and direction.
Managers – Leaders in the middle who keep things moving and need alignment.
Fast-growing companies – Teams dealing with growth pains and too many priorities.
Established organisations – Teams that need a reset, fresh energy, or trust rebuilt.
If your team feels too busy to stop and think, that’s usually the best sign you need an offsite. (Think of it as changing the oil before the engine light comes on.) It’s always tons of fun, and one of the best ways to build trust into the team in an organic, and genuine way.
Intro
Leadership doesn’t get better by accident. It gets better with practice, structure, and support. That’s where our training programs come in.
At In Bloom, we design 1–6+ month leadership journeys for individuals, managers, and executive teams. These aren’t one-off workshops that feel great in the moment but fade by Monday. They’re structured, practical programs that give managers and leaders tools, space to grow, and accountability to make it stick.
From individual contributors taking their first step into management, to executive teams needing alignment, our programs give leaders the confidence and resilience to handle pressure, build trust, and perform at their best.
Simple, practical, and built for the real world of work. No jargon. No 200-slide decks. And yes, your leaders will even enjoy it.
Why Training Programs (Not Just Workshops) Matter
Here’s the problem: one-off training sessions often don’t last. Leaders leave inspired, the notebooks look full, but by the next week the inbox is back, the meetings pile up, and the new ideas get buried.
It’s like going to the gym once in January and then expecting to run a marathon in June. (Spoiler: it doesn’t work. And the expensive carbon-platted running shoes gather dust.)
That’s why we offer programs instead of just sessions (no dig to our very own workshops!). A program means structure, rhythm, and support over time. It’s the difference between “inspiration” and “transformation.”
What makes programs more powerful:
Habits, not hype. Leaders build new ways of working by practising them, not just hearing about them once.
Accountability. When there’s a check-in coming, people show up differently. They reflect, they try, they improve.
Support. Programs give leaders a safe space to try new approaches, get feedback, and adjust.
Momentum. Each session builds on the last. Instead of a one-off spike of energy, leaders keep building strength.
Why organisations prefer programs:
Measurable change. You can see the difference across months, not just hours.
Cultural ripple. As leaders shift their habits, their teams start to feel the change.
Return on investment. Real change shows up in engagement, retention, and performance.
Scalability. You can start with one group and expand across the organisation.
A one-day workshop can light a spark. A six-month journey builds a fire that keeps burning.
That’s why we run programs. Not to impress leaders for a day, but to help them actually lead better every day.
Who Are These Programs For?
Our programs are designed for leaders at every stage. From first-time managers figuring out their new role, to executives needing alignment, we’ve built programs that meet people where they are.
Here’s how it breaks down:
1. Individual Contributors → First-Time Managers
Becoming a manager is one of the toughest transitions in anyone’s career. Yesterday you were part of the team. Today you’re leading it. That shift is exciting — but also full of challenges.
We run programs that help new managers:
Understand what leadership really means
Build confidence in their new role
Learn practical tools for leading people, not just tasks
Handle tough conversations without panicking
Balance getting work done with guiding others
Think of it as giving your new managers a playbook — and the confidence to actually use it. One participant said it best: “I went from feeling like an imposter to feeling like a leader.”
2. Managers & Mid-Level Leaders
These are the people holding organisations together. They’re juggling strategy from the top and needs from the frontline. It’s not easy. Without support, many managers get stuck in firefighting mode.
Our programs for managers focus on:
Building trust in teams
Improving collaboration across departments
Leading through pressure and uncertainty
Managing performance without burning people out
Communicating clearly up, down, and sideways
When mid-level leaders thrive, whole organisations run smoother. These programs give them the clarity and resilience they need to do just that.
3. Executives & Leadership Teams
Even the best executive teams can struggle. Misaligned priorities, endless debates, or a lack of trust can slow things down. Our programs help leadership teams step back, reset, and move forward together.
For executive teams, we focus on:
Aligning on strategy and priorities
Building trust and healthy conflict
Strengthening accountability across leaders
Leading with resilience during change
Setting rhythms that keep clarity alive
These programs often include a mix of workshops, coaching, and offsites — because the stakes are higher, and the alignment needs to last.
One CEO told us after a program: “This is the first time I feel like my leadership team is actually pulling in the same direction.” That’s the kind of shift we aim for.
4. Custom Programs For Specific Teams
Of course, not every organisation fits neatly into a box. That’s why we design custom programs when needed. Whether it’s supporting a leadership transition, rebuilding trust after big change, or embedding resilience across teams, we’ll shape the program to fit your world.
The short version:
New managers build confidence.
Mid-level leaders strengthen their teams.
Executives align on strategy.
Custom programs fill the gaps.
Wherever your leaders are, we’ll meet them there. And we’ll help them move forward with clarity, confidence, and resilience.
“Healthy teams are happier and more productive. It pays to invest in the teams not just the product.”
Types of Programs We Offer
We run a range of training programs, lasting anywhere from one month to six-twelve months. Each program is practical, structured, and tailored to your needs. Below are some of our most popular journeys.
1. From Contributor to Confident Manager
Becoming a manager is a big step. One day you’re doing the work, the next you’re leading the people doing the work. It’s exciting, but also terrifying.
This program helps new managers:
Understand the shift from “doing” to “leading”
Build confidence in decision-making
Communicate clearly with their teams
Handle tough conversations without losing sleep
Balance getting results with supporting people
Duration: 2–3 months
Format: Workshops, group coaching, and simple frameworks
Outcome: Leaders who no longer feel like imposters, but like managers who can lead with clarity.
2. Team Health & Performance Journey
Great teams don’t just happen. They need trust, clarity, and good leadership. Without it, people burn out, meetings drag on, and progress stalls.
This program gives managers and teams the tools to:
Build trust and openness
Improve collaboration across departments
Clarify roles and priorities
Handle conflict constructively
Create rhythms that keep teams focused
Duration: 3–4 months
Format: Workshops, team challenges, and coaching
Outcome: Healthier teams that enjoy working together and actually get things done.
3. Building Trust Across Teams
Trust is the foundation of performance. Without it, people hold back ideas, avoid tough conversations, and waste energy on politics. With it, teams move faster, innovate more, and actually enjoy working together.
This program helps leaders and teams:
Build psychological safety
Encourage open and honest conversations
Navigate conflict without drama
Create accountability that feels supportive, not punishing
Duration: 3–6 months
Format: Group workshops, facilitated discussions, and regular check-ins
Outcome: Teams that trust each other enough to argue productively, and then get back to work.
4. Resilience for Leaders
Leadership is tough. Pressure, long hours, constant change — it wears people down. Without resilience, even the best leaders burn out.
This program gives leaders the tools to:
Manage stress and stay steady under pressure
Build habits for energy and focus
Recover quickly from setbacks
Lead their teams with calm and clarity
Duration: 2–3 months
Format: Workshops, resilience practices, and coaching
Outcome: Leaders who can handle tough times without losing their edge (or their sense of humour).
5. Executive Leadership Alignment Program
Even great executive teams can get stuck. Misaligned priorities, endless debates, and lack of trust slow progress. This program helps leadership teams reset and move forward together.
It focuses on:
Aligning on vision, strategy, and top priorities
Building trust across the leadership group
Strengthening accountability and follow-through
Setting rhythms that keep the team aligned long after the program ends
Duration: 4–6 months
Format: Offsites, workshops, and coaching
Outcome: An executive team that makes decisions, sticks to them, and pulls in the same direction.
6. Custom Programs
Sometimes your needs don’t fit neatly into a box. Maybe you’re going through a merger, a cultural reset, or rapid growth. Maybe you want to focus on resilience across the whole organisation. Whatever the challenge, we’ll design a program to fit.
Duration: Flexible
Format: Tailored mix of workshops, coaching, and offsites
Outcome: The program your organisation actually needs: not what someone else thinks you need.
How the Programs Work (Structure & Formats)
Our programs are flexible, but they always follow a strong structure. Leaders know what’s coming, what’s expected, and how it connects to their work. We share agendas upfront, capture your feedback, and make sure it all works for your team.
Here’s how a typical program unfolds:
1. Kick-Off Workshop
We start with a workshop to set the stage. This is where leaders explore the key themes, learn simple frameworks, and start practising new behaviours. It’s practical, interactive, and (we’re told) surprisingly enjoyable.
Think of it as the “warm-up lap” before the real race begins.
2. Themed Sessions
Every few weeks, we run focused sessions on specific topics. Examples include:
Leading with trust
Communicating with clarity
Resilience under pressure
Handling conflict constructively
Aligning strategy with execution
Each session builds on the last, so leaders keep making progress instead of starting over every time.
3. Coaching (1:1 or Small Group)
Workshops are great, but leaders also need space to talk through personal challenges. That’s where coaching comes in. We offer:
One-to-one coaching for senior leaders
Small group coaching for managers
Peer coaching circles for teams that want to support each other
It’s where theory meets reality, and where breakthroughs often happen.
4. Practical Tools
Every session comes with tools leaders can use straight away. Things like:
One-page plans
Conversation guides
Resilience checklists
Meeting structures
We believe in fewer tools, not more. The goal is to make leadership easier, not more complicated.
5. Offsites (For Executive Teams)
For senior teams, we often include an offsite as part of the journey. Stepping away from daily pressures gives leaders space to align, reset, and recharge. It’s not a holiday, but it often feels just as refreshing.
6. Follow-Up Sessions
After the main workshops and coaching, we check in with leaders. These follow-ups keep the learning alive, answer new questions, and make sure habits stick.
It’s like having a personal trainer who doesn’t let you skip leg day.
7. Accountability Rhythms
We help teams set simple rhythms weekly check-ins, quarterly reviews, and reflection practices. These rhythms keep progress going long after the program ends.
Because the real test of training isn’t the day itself. It’s what happens the Monday after, and the Monday after that.
Why the Structure Matters
Flexibility is important, but structure is what makes programs work. Leaders know what’s coming, teams see progress, and organisations get value. We design programs to be:
Clear. Everyone knows the agenda.
Practical. Every session leads to action.
Sustainable. The learning doesn’t vanish when the program ends.
Or as one client put it: “It wasn’t training for training’s sake. It felt like it was built for us, and it kept us accountable.”
What You Can Expect (Outcomes)
Leadership training isn’t magic. We can’t turn someone into the next Jacinda Ardern overnight. But with the right structure, support, and a bit of humour along the way, leaders do change — and teams feel the difference.
Here’s what you can expect from our programs:
1. More confident leaders
Leaders stop second-guessing themselves and start making clear decisions. They feel equipped, not overwhelmed. That confidence spills over into their teams, who now have a leader they can trust.
(Professional joke: Confidence doesn’t mean shouting louder in meetings. It means not needing to shout at all.)
2. Clearer priorities
Instead of juggling too many things at once, leaders learn how to set and communicate what really matters. Teams stop wasting time on “busy work” and focus on what moves the needle.
3. Stronger trust
Teams with trust can debate fiercely, challenge ideas, and still leave the room smiling. Without trust, meetings drag on, politics creep in, and progress stalls. Our programs help leaders build that foundation of safety and honesty.
4. Resilience under pressure
We don’t teach yoga poses (though we’re big fans of stretching). What we do is help leaders manage stress, stay calm in crises, and bounce back faster. Because burnt-out leaders can’t build high-performing teams.
5. Practical tools
Every leader leaves with checklists, one-page frameworks, and conversation guides. Tools that are actually used — not left in a drawer.
6. Better teamwork
When leaders communicate clearly, set priorities, and build trust, teamwork improves across the board. Meetings run shorter. Collaboration feels smoother. The culture becomes healthier.
7. Lasting change
This is the big one. Our programs don’t just create “workshop highs” that fade. With check-ins, coaching, and accountability rhythms, leaders keep building habits long after the program ends.
The ROI question
We’ll be upfront: ROI in leadership training is tricky to measure. It’s not like buying a new forklift. But here’s what we believe: if leaders are more confident, resilient, and aligned, your business will see the benefit everywhere. Retention, productivity, morale — they all improve.
One client told us: “This program paid for itself before it even finished. Our managers started leading differently, and we saw the results right away.”
Client Stories
Stories make the outcomes real. Here are four from very different industries that show how our programs create change.
Case Study 1: Manufacturing Company — Growing Supervisors into Leaders
The challenge:
A large manufacturing business had a group of frontline supervisors promoted from the floor. They were skilled technically but had no formal leadership training. The result? Stress, unclear direction, and supervisors who felt more like firefighters than leaders.
What we did:
We designed a 3-month program focused on building confidence, communication skills, and trust. Workshops covered leading people (not just processes), handling conflict, and setting clear expectations. We added group coaching sessions so supervisors could share challenges and learn from each other.
The outcome:
Supervisors reported feeling more capable and less reactive. Team members noticed the difference too: meetings were shorter, instructions were clearer, and morale lifted. One supervisor told us: “I finally feel like I’m leading, not just surviving.”
Case Study 2: Financial Services Firm — Rebuilding Team Trust
The challenge:
After a major restructure, a mid-level management team in a financial services firm was fractured. Trust was low, conflict was high, and performance was suffering. Leaders avoided tough conversations, and decisions stalled.
What we did:
We ran a 4-month trust and performance program. It started with a kick-off workshop on vulnerability and accountability. Then we held sessions on constructive conflict, resilience under pressure, and collaboration. Leaders also received one-on-one coaching to tackle personal challenges.
The outcome:
Trust started to rebuild. Leaders had open discussions they’d been avoiding for months. Conflict became healthier and disagreements turned into problem-solving, not politics. By the end, the team had agreed on three clear priorities and committed to holding each other accountable.
One manager said to me at the end of program on a call: “We used to dance around issues. Now we face them head-on, and it’s made us stronger.”
Case Study 3: Hospital — Supporting Mid-Level Managers
The challenge:
A busy metropolitan hospital had mid-level managers burning out. Between staff shortages, budget pressures, and constant change, managers felt squeezed from both sides. Stress was high, morale was low, and turnover was rising.
What we did:
We created a 6-month resilience and leadership program. Sessions focused on managing stress, leading through uncertainty, and supporting teams without draining themselves. We added resilience toolkits and monthly group coaching to keep momentum.
The outcome:
Managers felt steadier and more confident under pressure. Staff surveys showed a lift in morale and trust in leadership. Turnover rates slowed, and the hospital’s leadership team reported smoother collaboration between departments.
One manager commented to the group in an exercise: “I still have tough days, but now I have tools to handle them. And my team can see the difference.”
Case Study 4: Retail Chain — Aligning Executives on Priorities
The challenge:
A national retailer had an executive team that wasn’t aligned. Different leaders pushed different priorities, creating confusion across the organisation. Meetings turned into debates with no clear outcomes.
What we did:
We designed a 5-month alignment program that included two offsites, monthly workshops, and one-on-one executive coaching. Using simple frameworks from Scaling Up and The Table Group, we helped the team clarify their vision, set three clear priorities, and build accountability rhythms.
The outcome:
The executive team finally aligned on direction. Decisions became faster, communication clearer, and the organisation felt the shift quickly. Employees reported that “the top team finally feels like a team.”
The CEO told us mid-way through the program that: “This was the first time we stopped spinning our wheels. We actually pulled in the same direction.”
requently Asked Questions About Training Programs
We’ve run hundreds of sessions, and the same questions come up often. Here are honest answers, written simply (and with a smile).
1. How long do your training programs run?
Our programs usually run between 1 and 6 months. The length depends on your goals. For example: a new manager program might run for 2–3 months, while an executive alignment program might run for 5–6 months. The key is balance: long enough for change to stick, short enough to keep momentum.
2. Can you customise the programs?
Absolutely. Every program has a clear structure, but we always adapt it to your context. We’ll share agendas ahead of time, ask for your feedback, and adjust. That way it feels like it was built for your world, not pulled from a template.
3. What if our leaders are sceptical?
Perfect; bring them along. We love sceptics. But we would also love to know why they are skeptical. Because to turn skeptics around you usually need to prepare. Many of our biggest advocates started with crossed arms and raised eyebrows. Once they see the approach is practical, simple, and relevant, they usually lean in quickly.
4. Do you work in our industry?
Most likely, yes. We’ve worked with clients in tech, healthcare, manufacturing, financial services, retail, logistics, and education. The industries differ, but the leadership challenges are surprisingly similar: trust, resilience, communication, and clarity.
5. How much does it cost?
Programs vary depending on length, format, and group size. As a ballpark: shorter programs might start at $10k–$15k, while longer multi-month journeys can range between $30k–$60k. We’ll always give you a clear proposal before we start. We’re not the cheapest, and that’s deliberate. After 15 years of running In Bloom and wowing customers, we charge a premium because the product is excellent.
6. How do we measure success?
We track progress with feedback forms, leader reflections, and simple metrics like engagement, clarity, and team trust. We’ve collected nearly 1,000 feedback forms so far, with an average 4.3/5 recommendation score. ROI is real but messy, we don’t like to throw out fake numbers. Instead, we focus on the changes you’ll actually feel: better decisions, smoother collaboration, and leaders who don’t burn out.
7. Do you offer online delivery?
Yes. We run both in-person and online programs. Online works well for distributed teams, though we often recommend mixing in-person workshops or offsites when possible. Sometimes you just can’t beat being in the same room.
8. Can we start small?
Of course. Many clients start with a one-off workshop, then expand into a longer program once they see the impact. It’s a good way to test the waters.
9. What happens after the program ends?
We don’t disappear. We offer follow-ups, check-ins, and coaching to keep momentum alive. Leaders also leave with tools and rhythms to embed learning into daily work. The goal is always lasting change, not just a “good day out.”
10. How do we get started?
Simple. Book a discovery call. We’ll learn about your world, suggest a structure, and send you a proposal. From there, we design the program with you. One call, one plan, one step forward.
Resources for Leaders
We don’t just deliver programs — we give leaders tools they can use before, during, and after. Here are some of the resources we offer:
The Program Guide — a free resource that explains our approach and examples of agendas.
One-Page Leadership Tools — simple frameworks for decision-making, team trust, and resilience.
Resilience Toolkit — practical habits to keep energy steady under pressure.
Conversation Guides — step-by-step prompts for tough conversations.
Post-Program Checklist — a reminder list to keep progress alive after training ends.
These resources are designed to be short, clear, and actually used. (No 200-page manuals collecting dust here.)
Calls to Action
Ready to strengthen your leaders? Here are three easy ways to get started:
Book a discovery call. A short chat where we learn about your needs and suggest a program.
Download the Program Guide. Get a clear overview of how our programs work.
Pilot a program. Test it with a group of leaders and see the impact for yourself.
We keep it simple. One call. One program. One step forward.
Why Now Matters
Leadership challenges don’t fix themselves. Misalignment grows, stress builds, and good people leave. The best time to invest in your leaders was yesterday. The second-best time is today.
Every week you wait is another week of muddled priorities, wasted meetings, and leaders running on empty. A program can change that.