Your managers were promoted for being great at their job. Nobody taught them to lead.
Leadership Lab develops your managers one to one, measures what changes in their teams, and puts it in a monthly report your Finance team will actually read.
Free. 60 to 90 minutes. You leave with a plan either way.
Sources: Gallup, 2025 and State of the Global Workplace 2026. The last figure is ours.
The skills that made them a great engineer, seller or analyst are not the skills that make them a great manager.
Your best people got promoted. Then they got a title, twelve direct reports and a one-day workshop. Now they are working harder than last year, spending nine hours a week on their team's personal problems, and their engagement scores are the lowest in the building. The 360 report is in a drawer. And every quarter the same names come up in the exit interviews.
This is not a motivation problem. It is a development gap with a price tag, and until now nobody has put a number on it.
Average span of control rose from 10.9 to 12.1 direct reports in a single year, and 47% of managers say they are working harder than a year ago. Gartner, April 2026.
Disengagement has a cost. Most companies have never calculated theirs.
Three minutes, numbers you already have, and a figure you can put in front of Finance. You see it on screen without giving us an email. Only the report needs one.
Develop the manager. Measure the team. Report the money.
Every engagement starts with an honest picture of how your manager actually shows up, and a baseline of how their team is really doing. Then the coaching goes to work on both.
Assess
The Lumina Leader 360 for the manager: 16 leadership qualities across four domains, seen through their own eyes and their team's. Lumina Team for the team. Not a label. A picture of what is actually happening.
Coach
Weekly one to one sessions with a senior coach who has run a business, with on-call support between them. Built around what the assessment shows, not a generic curriculum.
Measure
An anonymous team pulse from week one. Engagement across ten dimensions, the hours the team loses to friction every week, and what all of it costs. Two to three minutes per person, per week.
Report
One page a month to HR and Finance. The team index, the heatmap, the cost of disengagement against baseline, and what we are doing about it. Written to be forwarded to a CFO without editing.
A three month pilot that proves it before you roll it out.
One team leader and their team. Everything above, from baseline to a day-90 review, with a recommendation at the end you can take to your CEO. Most clients continue with the same leader and add the next. Scoped in the Clarity Session.
Leadership Lab Pilot
One manager and their team, three months. Lumina Leader 360 and Lumina Team. Weekly coaching and on-call support. Anonymous team pulse, heatmap and cost of disengagement, baseline and monthly. Monthly report to HR and Finance. Day-90 review and recommendation.
Leadership Lab 1:1
One manager, one coach, the Lumina Leader 360, three months minimum. For when you want to start with a person rather than a team, or for a single senior manager your CEO wants developed now. Team measurement optional.
Four things that shift when a manager goes through Leadership Lab.
Culture improves where it is actually made
Not on the values poster. In every conversation your manager has, every day. When a manager shows up with more self-awareness, better listening and clearer expectations, the team feels it within weeks, and the pulse shows it.
Productivity climbs
Most productivity problems are management problems in disguise: unclear priorities, micromanagement, delegation that does not stick. Fix the root behaviours and the team operates at a higher level without the manager becoming the bottleneck.
Career blockers surface
Every manager has patterns they cannot see that limit their influence, stall their promotion or create friction. The Lumina Leader 360 makes them visible. The coaching does something about them.
Influence grows, and the team notices first
Authority comes with the title. Influence has to be earned. Managers who complete Leadership Lab report that their team listens differently, peers take them more seriously, and they hold their own in rooms where they used to hold back.
You have probably been pitched some of this already.
You know who will coach your managers before you sign, and it does not change
One senior person who has done the job, and a team that is measured, not just a manager who is prompted
Three months of weekly practice, corrected and measured, with a report your CFO can read
What it looks like when it works.
Beth, senior executive
Came to us privately to level up her leadership. Within four months her approach had moved from directing to coaching, her manager told her "I trust you implicitly", and she received an unsolicited $13,000 raise. Her 360 said what she could not see in herself: strategic, calm, accountable.
"You opened up my ideas on how to do this job better and how to really grow in it."
Caswell Design Build
A marketing manager coached into General Manager, with a 25% pay rise, while the business took client debt from over $500,000 to $123,000 and moved net profit from 8% toward 12%. The manager grew and the business grew, in the same engagement.
For the leaders responsible for other leaders.
Half day and full day workshops for HR teams and leadership teams: culture, engagement, performance management, and leading in the Gen-AI era. Tailored to your team, and often the first step before a pilot.
Leadership development from people who have managed people for real.
Mind Shift was founded by Ari Jason, who built and led businesses to $150M before he coached anyone. Our coaches are Lumina practitioners with a thousand-plus hours each, and every one of them has been the manager who had to figure it out alone. That is why every engagement starts where your manager actually is, and builds toward where their team needs them to be.
Questions HR leaders ask first.
How do we prove the return to Finance?
Our managers have no time. How much does this take?
We tried a workshop and nothing changed. Why is this different?
What if the budget gets cut mid-year?
Is the team pulse anonymous?
What is the Lumina Leader 360?
Do you work in the Gulf?
How long is an engagement?
Start with a conversation.
Tell us about your team, where the friction is, and what you are trying to build. We will work out together whether Leadership Lab is the right fit, and what a pilot would look like.
Book a Clarity SessionFree. 60 to 90 minutes. You leave with a plan either way.