Sonia Pupaza

Discover the 5 Essential Skills for a First Time Manager

Oracle

Udemy

Sales Enablement Collective

Camunda

Angloville

Founder Empower Value | Sales Leadership Transformation | ex-Oracle Enablement

Understand the core mindset change needed to reach success in this role and assess your current leadership skills

💥 The $100k Mindset Shift

Implement the 3 non-revenue metrics new managers must track to gain control, predict failure, and earn executive trust.

📊 The 3 Manager Leading Indicators

Unlock the data-driven mindset to pinpoint a rep's exact behavioral skill gap, using any tool. Scale coaching now.

🤖 The AI Coaching Diagnosis

Learn actionable specific standards by which executives are selected and how to manage your promotion process to show you meet them. 

Former Amazon VP; 70+ patents; led 800+

Amazon

Ethan Evans

Former Amazon VP; 70+ patents; led global teams of 800+

Cohort 10

Cohort 11

WHAT TO EXPECT:12+ total hours of content: 7+ hours of core lecture material video recordings for self-learning followed by 5+ hours of live sessions (Q&amp;A, implementation advice, and peer networking). All live sessions are video recorded so you can catch up and revisit. Scope, team size, and consistent high-impact results are important...But are not enough. I will teach you specific actionable steps on how to prioritize the things that matter to executives.MANY ALUMNI GOT PROMOTED / LANDED NEW JOBS:<ul><li>"Happy to share that due to executing some of the tactics shared in the program (taking action for one), I have been successful in getting myself promoted." — Promoted to Director</li><li>“I give so much credit to the Level Up: Breaking through to the Executive course and getting a front seat to Ethan's coaching and wisdom.” — Promoted to Director</li><li>“Leadership was seeing the adaptability that I exhibited in continuing to add business value and I got positive feedback from the VP on my flexibility." — Promoted to Director</li><li>“What was key was that I actively participated in the live course AND followed through with some participants afterwards to talk shop and build relationships.” — Landed FAANG Role</li></ul>

Level Up from Senior Manager to Executive

The Standards of Executive Performance: Your Personal Performance

The Standards of Executive Performance: Your Team Performance

The Standards of Executive Performance: Your Company Performance

Great Executive Performance (additional content)

Manage Your Promotion Process to Win

Ambitious Senior Managers from all disciplines at startups and large companies who want to become true executives.

Those managing large groups, managers of managers, including Amazon and Google L7, Meta M2, and Microsoft 66/67.

Also applicable to Senior Individual Contributors (ICs).

Become the leader you would follow. Faster. A two week sprint for managers looking to level up.

Executive Coach to Systematic Leaders

Apple

Nike

Uber

Zoom

Dave Kline

Founder of MGMT Accelerator (prev: Bridgewater, Moody's, PwC)



Entrepreneur, Leader, Coach, Mom

NVIDIA

Google

The Boeing Company

Tesla

Marsden Kline

Founder of MGMT Accelerator (prev: Google, Goldman Sachs, Compass)

Cohort 5

Cohort 6

Shift from doing to managing: Set top-down team goals, delegate work efficiently, and use a simple system to monitor progress.Become the CEO of your area: Establish fluency in the data of your "factory": the outputs, bottlenecks, and opportunities.Engage as a developmental coach: Nurture talent, navigate conflict, and orchestrate performance that drives results.

Lead your team. Manage your work. Grow your confidence.

Shift from doing the work to leading the people who do the work

Set clear expectations so your team knows exactly how to win

Run 1:1s that actually move the needle (not just status updates)

Give feedback that creates change without damaging relationships

Delegate work confidently without feeling like you're dumping on your team

Build trust and credibility with your manager and your team

You are a newly promoted manager at any size company and are eager to skip "rookie" mistakes.

You have been managing for 1-3 years but are overwhelmed and fear you're falling behind.

You are a manager at a fast-growing startup and you need experienced coaching and advice.

Build AI tools that scale your coaching, drive team adoption, and reclaim hours for strategic work, all without compromising quality.

February 2026

Product Leader (Whoop, Dropbox, Nike)

Microsoft

J.P. Morgan

NBCUniversal

Visa Inc.

Hilary Gridley

Head of Core Product @ WHOOP

July Cohort

March 2026

<pre><code class="language-markdown">The math of management is broken. Your team needs fifteen hours of your time and you've budgeted five. Being more productive doesn't fix it because there's always more work by an order of magnitude than there is time. AI changes the math. Not by making you faster, but by making your team better. When your expertise is available at scale, the person who needed six hours of your time now needs one. In this course, you'll build AI tools that coach and evaluate like you would, real applications without writing code, and autonomous systems that work without you. The core skill is one you already have: delegation. Over four weeks, you'll apply it at increasing levels of leverage, from conversations to applications to AI that runs on its own.</code></pre>

Build AI tools, apps, and systems that make your team better.

Turn capability gaps into AI tools your team actually uses

 Build real applications for your team, without writing code

Set up AI that works without you

Direct AI the same way you direct people (clearly enough to do great work)

Get your whole team using AI effectively within 30 days

Communicate more effectively upward using real context

Team leads, directors, and VPs who are the quality gate for everything their team ships and want to stop being the bottleneck.

People managers with IC responsibilities who don't have time to coach their team the way they want to and can't scale by working more hours.

First-time managers who are overwhelmed by the volume of feedback needed and find themselves lowering the bar just to keep up.

Transform your management by driving stronger performance through direct and actionable feedback.

Developer of Managers & Leaders

Katie O'Brien Ceccarini

Certified Coach, led CS training Yelp, Head of L&D Opendoor, trained 1000s

April 2026

Managers and leaders are not taught how to deliver feedback that changes behavior and drives performance. The result? Managers gets frustrated when people don't implement feedback and performance and business results suffer. It doesn't need to be this way. You can transform the way you manage and become the manager who shares direct feedback and drives results. You can get there in this course. You will become more confident and competent sharing feedback fearlessly. WHAT TO EXPECT:Tactics you can implement immediately.Sessions are loaded with lively discussion, breakout exercises, and a 27-page learning guide to both personalize and customize your learning experience.In just 3 sessions, you will have more tools in your tool belt to more effectively drive performance on your team.You can also expect:- A 27-page learning guide loaded with sample language, exercises, and reference materials to leverage well beyond the course- Videos modeling the Headline, Observation, Ask model- Video modeling how to navigate reactions to feedback- Video illustrating how to effectively kick off a feedback relationship with a new team member- Drafting feedback for real time situations you're facing

Drive stronger performance with actionable feedback.

How to speak candidly, and with care, using the Fearless Feedback Model

How to structure feedback using Headline, Observation, Ask

How to navigate emotional reactions to feedback

How to increase alignment on the feedback so people take action

How to be human while elevating excellence. 

You are a manager within a start-up &amp; pace of business can feel impossible to give real time feedback to both direct &amp; indirect reports.

You're a leader who finds yourself putting off feedback conversations out of dread, fear, or lack of confidence.

You are a manager wanting to elevate your career by distinguishing yourself as a developer of great talent.