A.T. Wolff

Nonbinary DEI consultant helping workplaces welcome gender-expansive people.

When "Everyone" Doesn't Include Everyone

Identify how leadership, interactions, and “neutral” systems can exclude gender-expansive employees.

Recognize hidden inclusion gaps

Use “Notice it. Interrupt it. Redesign it.” to recognize harm, respond, and prevent it from happening again.

Use a practical inclusion framework

Where human leadership lives in an AI-augmented world.

Executive and Team Coach

Andrea Mignolo

Executive coach, MBA, PCC. Two decades leading teams and developing leaders.

Capital One

Cohort 2

You know you need to lead—set direction, make decisions, build systems, develop people. But when you try to hold all of this at once, it blurs together. You're unclear about where your time actually goes versus where it should go.This workshop helps you define and understand your leadership practice in an AI-augmented world.You'll articulate your purpose and vision, clarify the decisions you're driving and the people you're developing, and see how your energy distributes across four distinct roles: leading (enrolling people in vision), directing (translating vision into decisions), managing (building conditions for work), and coaching (developing capacity).Through guided solo work and structured reflection, you'll see exactly where you're over-extended and where you're absent — and understand what needs to shift.You'll leave knowing which roles your context actually demands, where your judgment matters most, and what to stop spending energy on.For more detail about the Leadership Fluency framework, please see this in-depth article: <a target="_blank" rel="noopener noreferrer nofollow" href="https://methodandmatter.com/words-make-worlds/how-to-lead-when-ai-does-almost-everything/">How to Lead When AI Does (Almost) Everything Else</a>.

Understand the full scope of your leadership role and where to focus your time and energy to be most effective.

Know what grounds your leadership practice

See where your time and energy actually go

Distinguish between four types of leadership work

Recognize what's missing in your leadership practice

Make conscious choices about where to focus

Understand what needs to shift

The workshop maps your current leadership practice. You need active leadership responsibilities to gain the clarity this framework provides.

Currently in a leadership role (managing people, projects, or initiatives)

The Newly Promoted Leader Congrats on the new role! But now you aren't sure what leadership is beyond more meetings and decisions to make.

The Juggling Executive You manage strategy, ops, and people but can't see how it fits together or where to focus your time most effectively.

The Single-Mode Leader You rely on one leadership approach regardless of what's needed. It works sometimes but you're hitting clear limits.

This course helps you return to the leader you already are, the one you’ve been overlooking.

Identity-First Leadership Coach

Jen Werner

Leadership Coach | Strengths Nerd | Helping Leaders Lead Their Way

Founding Cohort

Cohort 2 - Fall 2026 

Most managers think their leadership struggles mean they’re missing a skill. So they work harder, try new tactics, mimic leaders they admire… and still feel off. Most leadership programs tell you what to do. This one helps you understand why you do what you do - and how to lead from the truth underneath it.The real issue isn’t ability. It’s that you’ve been leading in ways that don’t match who you are. And when you’re out of sync with yourself, things that should feel natural start to feel strained. Your greatest leadership strength is often the part of you you’ve been overlooking.This course gives you a place to stop performing and return to the leader you actually are. No scripts. No templates. No more “be like them.”You’ll finally name what’s been feeling off, see patterns you couldn’t see on your own, and feel the relief of understanding how your natural motivation shapes your impact. And you’ll learn to lead in a way that feels steadier, clearer, and more like you.This isn’t leadership improvement. It’s leadership alignment - and once you feel what alignment actually feels like, you won’t settle for performing ever again.

Build a leadership style that fits and is sustainable. Lead, your way.

See Yourself Clearly as a Leader 

Define What Drives You (Your Leadership Fuel)

Turn Awareness Into Daily Leadership Habits

Build a Healthier, More Engaged Team Experience

Create a 30-Day Leadership Plan That Fits You

If you’ve ever wondered why you lead the way you do, you’re ready for this course.

Curiosity About Your Leadership

No special skills or tools needed, just an openness to seeing what your leadership creates.

Willingness to Explore Your Impact

It's not about getting it ‘right.’ It’s about trying new behaviors and noticing what feels more aligned.

A Growth Mindset, Not Perfection

Manager/Mid Manager – You look steady on the outside but inside you’re drained, reactive, and wondering why leadership still feels heavy.

Team Lead/Project Manager – You carry leader-level responsibility without the authority and this imbalance is getting harder to ignore.

Newly Promoted IC – You’ve always been the dependable one, and now leading people brings new expectations no one ever actually explained.

Prepare to keep your employees highly motivated & high performing by incorporating the 6 conversations into your day-to-day & weekly cadence

25+ yrs Leadership Development Expert

Halelly Azulay

Developing leaders people *want* to follow ⚡️ Optimizing driven high achievers

Inaugural Cohort

The "no news is good news" silence or waiting for the official performance review is a huge mistake. But 'what do I say' and 'when?' often holds newly promoted managers back from having daily and weekly PREDICTABLE conversations with employees. And then, the good ones flail or leave.Instead, you could deploy a highly-usable, weekly/daily conversation cadence that drives performance, development, and trust. In this course, in 3 weeks, you'll have a playbook and a chance to practice and get feedback for the six most important types of conversations every newly promoted manager should be having with every employee.Delaying feedback (conflict averse?) and goal alignment turns into too-late-to-save surprises during formal reviews, disengagement, resentment, and avoidable retention risk. In this interactive and engaging course, learn a tight set of conversation types with exact triggers, prompts, and “what to do next” commitments. In 3 weeks, you'll be able to run a complete weekly check-in + deliver both positive and developmental feedback, plus align work through goals and strengths conversations.

Get the playbook for the exact conversations that will help you ACE people mgmt.

How to run a 10 minute weekly check-in using the provided agenda template

How to give valuable positive feedback using Halelly's STS Formula 

How to share developmental feedback using a developmental feedback template

How to lead a goal planning conversation that produces high performance results

How to run a strengths conversation that results 2 concrete, measurable changes

How to lead a development & training planning convo to prevent stagnation

While everyone can prepare ahead for a future management role, this is a hands-on, applied course so it's best for *current* supervisors.

Currently supervising the work of at least one other person

Newly promoted People Managers in corporate employers<ul><li>Supervisor, Manager, Team Lead</li><li>1–5 years experience managing people</li><li>Med/large companies</li></ul>

People Managers with 1-5 years experience managing people

Early stage Founders just starting to grow their first small team of startup employees

Go from being the person who raises accessibility issues to one who can influence decisions, reduce resistance, and create lasting change.

Cohort 1

UX & Service Design leader

Frank Spillers

Award-winning Design Leader with 25+ years (Nike, Microsoft, Gov UK, World Bank)

Most accessibility efforts fail socially, not technically.Teams often know accessibility matters. But stakeholders may:<ul><li>See it as expensive</li><li>Fear delays</li><li>Misunderstand disability</li><li>Protect existing workflows</li><li>Avoid accountability</li><li>Treat accessibility issues as “edge cases”</li></ul>This masterclass teaches influence strategies for real organizations. Especially important in:<ul><li>Regulated environments</li><li>Enterprise systems</li><li>Public sector delivery</li><li>Cross-functional delivery teams</li></ul>In this Masterclass you will learn how to turn accessibility resistance into productive action.You will learn to diagnose why stakeholders push back, reframe accessibility around business and service outcomes, handle defensive reactions, and build stronger internal allies. Professionally, this shifts you from being the person who raises accessibility issues to someone who can influence decisions, reduce resistance, and create lasting change across teams and ultimately org-wide.

Move accessibility beyond audits and compliance into shared org responsibility

Identify why stakeholders resist accessibility

Reframe accessibility into business language

Handle defensive reactions

Reduce organizational friction

Build allies and momentum

Shift accessibility from compliance task to operational strategy

Agentic AI

Coding with AI

AI Workflows

Claude Code

OpenClaw

Vibe Coding

AI Evals

AI Transformation

RAG & Search

AI for PMs

AI for Engineers

AI for Designers

AI for Marketers

AI for Founders

Product Sense

Product Discovery

User Research

Prototyping

Growth

Analytics

Tech Foundations

Strategy

Influence

Leadership

Career Growth

Machine Learning

LLM Ops

Context Eng

Security

System Design

Figma

Design Systems

Visual Design

Design Strategy

Automation

Content Marketing

Demand Gen

Go-to-Market

Product Marketing

Positioning

Social Media

Brand

B2B Marketing

SEO & AEO

AI for Leaders

AI Governance

Communication

Management

People Operations

Exec Presence

Storytelling

Goal-setting

Personal Brand

Fundraising

Everyone

Operators

Data Scientists

Business Analysts

User Researchers

Customer Success

Project Managers

HR Professionals

Sales People

Lawyers

Finance

Investors

Real Estate

Educators

Creators

Executives and senior leaders who set strategy, lead teams, and drive organizational outcomes.

Developing leadership skills — inspiring teams, building culture, navigating organizational complexity, and driving results through others.

Day-to-day people management — 1:1s, feedback, performance management, hiring, and team operations.

HR and people operations professionals handling hiring, compensation, employee experience, and organizational development.

HR and people management — hiring, performance reviews, compensation, culture, and organizational design.

When "Everyone" Doesn't Include Everyone

What you'll learn

Why this topic matters

You'll learn from

A.T. Wolff