T4LEADER
Lead
Your Team
A six-week Power Journey for senior practitioners leading teams whose work is being augmented, restructured, or replaced by AI tooling.
Two modules. One Blueprint. One 90-Day Plan. A team that can hold together.
6 Weeks
DURATION
Online · Live Sessions
FORMAT
Senior Practitioners
BUILT FOR
Fostering AI-Ready Teams
PILLAR
If you are leading a team through an AI rollout right now
this is for you.
Half your team's work is being changed by AI tooling. The leadership question is no longer whether to adopt. It is whether your team holds together while you do.
This isn't a course on team-building exercises. It is built for the practitioner whose senior people are quietly disengaging, whose technical authorities are being asked to operate alongside AI-generated outputs, and whose change fatigue is compounding across rollout cycles.
Five to fifteen years in. Senior enough to run a team. Junior enough to still be in the room when it gets hard.
It is also for the leader who has noticed that the people who used to ask the awkward questions in technical reviews have stopped asking. And who is ready to do something about it before the exit interviews arrive.
Six things you'll be able to do when this is over:
Not by accident. Not because you read the right book. Because you did the work on your actual team.
01
Read your team accurately on the five pillars.
Self-awareness, self-regulation, motivation, empathy, social skill. Scored against observable behaviour in the past 30 days not the version of the team you wish you had. With the lowest pillar named, and the cost it is producing in your AI-era work named alongside it.
02
Build a Heart-Centered Leader Blueprint that you actually run.
Not a leadership philosophy statement. A one-pager you pin to your desk: the EQ pillar you are strengthening, the behaviour you are practising instead of your default, the three recurring moments where the old behaviour used to run you, and one observable metric you will track for 30 days. Designed, not journalled.
03
Map the team you actually have, not the one on the org chart.
Hard power, soft power, expert power. The Real Org Chart. Three biggest divergences between the formal chart and the real chart, named including the senior person whose actual influence is lower than their title suggests, and the junior person whose influence is higher. With the cost to the AI rollout traced specifically.
04
Run the conversation you have been avoiding.
The underperformance conversation. The role redesign conversation. The AI-tooling resistance conversation. Constructed and executed in language that is direct, specific, and protective of dignity. Documented as it actually happened, with the opening line verbatim and what shifted in the room named honestly.
05
Read the Heatmap before the exit interview.
Six dimensions scored green/amber/red against observable behaviour: work meaning, manager relationship, growth visibility, workload sustainability, AI-tooling confidence, succession risk. The highest-risk role named, the early signal you have been ignoring named, and the specific intervention you will run addressing the cause, not the surface signal.
06
Use AI as a thinking partner, not a crutch.
Six weekly Digital Edge exercises with Claude. You learn to use AI to surface blind spots, pressure-test your team-leadership decisions, and audit your own reasoning while staying critical about which AI suggestions to keep and which to override. Judgement, not adoption.
Two modules. One arc.
The leader, then the team.
The first two weeks build the leader. The next four weeks build the team-leadership system that holds together under sustained AI-era pressure. They are designed to land in this order the team work only holds because the inner work set the floor.
WEEKS 1 - 2 · MODULE 1
The Leader Your AI-Era
Team Actually Needs
The five pillars, applied honestly.
You audit your team on the five pillars of heart-centred leadership against observable behaviour in the past 30 days. You identify the lowest pillar, name what it has been costing the team's AI-era work, and design the alternative behaviour you will run instead. By the end of Week 2, you finalise your Heart-Centered Leader Blueprint the inner-work foundation the team-leadership system is built on.
CAPSTONE PART A — HEART-CENTERED LEADER BLUEPRINT, WEEK 2
WEEKS 3 - 6 · MODULE 2
Building AI-Ready Teams
That Hold Together
Four weeks of team-systems work.
You map the Real Org Chart. You run the conversation you have been avoiding. You score the team on the Heatmap before the exit interview. And you build the 90-Day Operating Plan that integrates everything the leader's cadence, the conversations to be had at 30/60/90 days, the system reset moves, the success indicators. By the end of Week 6, you have a running operating system you can defend to a CHRO or a board.
CAPSTONE PART B — 90-DAY OPERATING PLAN, WEEK 6
This is hands-on.
On your actual team.
Six weeks. Each week roughly the same rhythm. The work happens on your real team in real situations not on a worksheet.
Course content
On-demand video and reading. Roughly 60 minutes per week. Watch when it works for you.
Live partner session
60 minutes per week with your Transformation Partner and a small group of fellow practitioners. Where you sense-check the practical with peers before submission. Where the real learning lands.
Weekly practical
One short applied exercise per week, run on your actual team. The Five Pillars Self-Audit. The Real Org Chart. The Conversation. The Heatmap. Six pieces of real work over the Journey.
Digital Edge AI prompt
One AI-assisted reflection prompt per week. Pressure-test your thinking with Claude including the bits you have been avoiding. About 20 minutes.
Podcast + check-in
One Shameless Tuesdays episode per week (about 20 minutes), followed by three short questions in the app to confirm you listened. Earns engagement points.
Peer-to-peer
Optional but encouraged. A short call with a peer from your cohort to sense-check what you are about to submit. Many practitioners say this is where the practical actually integrates.
Two gates.
Both have to open.
Most online programmes let you finish by clicking through. This one asks for both engagement (you actually showed up to the work) and competence (you can demonstrate what you've learned on your real team).
GATE ONE
Engagement
You earn 40,000 points across the six weeks by participating live partner sessions, podcast check-ins, weekly practicals, peer-to-peer, the webinar, the Impact Log.
This proves you did the work.
GATE TWO
Demonstration
You complete the Combined Capstone (Heart-Centered Leader Blueprint and 90-Day Operating Plan, weighted 50%), two real-company case studies (Klarna and MTN, weighted 30%), and a Practicals Portfolio of six weekly practicals (weighted 20%) marked by your assessor against a clear rubric.
This proves you can do the work.
Both gates have to open. We tell you that up front so you know what you're signing up for.
Real artefacts.
Yours to keep.
This isn't a certificate-and-forget Journey. You walk out with deliverable work that lives on your team long after the cohort closes.
FINALISED WEEK 2
Your Heart-Centered Leader Blueprint
A one-pager you pin to your desk and read every Monday. Five sections: the EQ pillar you are strengthening, the alternative behaviour you are practising, the three recurring moments where the old behaviour used to run you, what empathy looks like for you in those moments, and the one observable metric you are tracking for 30 days.
FINALISED WEEK 6
Your 90-Day Operating Plan
Six sections that integrate the whole Journey: your team's current state on the five pillars and the Real Org Chart, the Heatmap reading, the conversations to be had at 30/60/90 days, the system reset moves, the leader's operating cadence, and the success indicators. Defensible to a CHRO without additional context.
SIX PIECES OF APPLIED WORK
Your Practicals Portfolio
One short applied exercise per week, run on your actual team. The Five Pillars Self-Audit. The Heart-Centered Blueprint Application. The Real Org Chart Map. The Conversation. The Heatmap. The 90-Day Plan plus Lessons Synthesis. Useful as a record of what shifted, and as evidence for any future career or board conversation.
GENERATED AT COMPLETION
Your Learner Evidence Report
A single document your assessor generates at the end. Captures everything you submitted, the marking against the rubric, the moderator's review, and your final outcome. Yours. Shareable with a manager, recruiter, or future programme.
And though we treat this as the smallest of these things a certificate of completion confirming you've done this work to a defined standard.
So you can decide if it's
actually for you.
We are direct about what this Journey is not, because most leadership programmes are too vague to make a clean decision against.
This is not a team-building exercises course. No trust falls. No personality-type Venn diagrams. The work happens on your real team in real situations.
This is not an AI tooling course. We do not teach you which Copilot license to buy or how to write better prompts. We teach you how to lead the team whose work the AI tooling is changing.
This is not for someone looking for affirmation. The Journey is honest. Naming the senior person whose influence is lower than their title suggests, and the conversation you have been avoiding, is the work.
This is not a passive watch-and-go programme. If you want to scroll videos and call it development, this isn't it.
This is not for someone who does not yet lead a team. The Journey assumes you have a team to read, a Real Org Chart to map, and a conversation to book. If you are earlier in your career, the Transformation Practitioner Gateway Journey is built for you.
IF THIS LANDS
Six weeks. One Blueprint.
One 90-Day Plan.
A team that can hold together.
This is the Journey for the practitioner whose senior people have stopped asking the awkward questions, whose Real Org Chart looks nothing like the formal one, and whose AI rollout is exposing things that pre-existed it.
And who is ready to do the actual work before the exit interviews arrive.
If that's you, we will see you in the room.