Hey Friend!

This is the third of six installments about Reloveution and how we can support you and your team in the second half of the year (and beyond). Today, I'm going to share more about our leadership and management development work, including an overview, a story, some testimonials, and a few tips and tricks. Be sure to scroll down to the end for a free tool and special offer!

Before we get into it, I know that many of my readers are folks who will never unsubscribe because you're family/friends (hi, Mom and Dad) or who are people who aren't actually able to hire me or participate in our work. My humble request is that you read this anyway and PLEASE forward it to the leaders in your life who need it.

You know the ones! These are the caring leaders who complain about burnout, demoralized teams, overwhelmed managers, or not knowing how to fix their workplace culture. The friends, family, and colleagues who use happy hours and family reunions to vent about turnover, endless meetings, and the same communication issues showing up again and again. Please forward this to them with a simple note: “I thought of you. This might help.”

Your share might be the thing that helps a leader (and their team) finally get the support they need. And truly, referrals help keep me in business. I appreciate every one.

That's enough of that...let's talk about LEADERSHIP!
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Overview: Leadership & Management Development

We equip current and emerging leaders with the skills, knowledge, expertise, confidence, and mindsets they need to excel in their roles and your organization. Whether someone is stepping into their first supervisory role or leading a complex team through change, we support individuals in defining their authentic leadership style, strengthening core management skills, and building their capacity to lead and manage in today's unique contexts.

This is not your dad's management manual. It’s bold, real, relevant, human-centered, and equity-rooted development that meets leaders where they are and moves them toward where they—and their teams—deserve to go. No stale slide decks, generic advice, or "back-in-my-day" stories. This is learning that actually lands.

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What might it look like?

Based on your specific needs, Reloveution can design and facilitate:

One-Time Workshops (90 minutes - 3 hours) - Focused, interactive sessions designed to build foundational leadership and management skills in a single sitting. Great for team development days, all-staff retreats, or introducing key concepts that spark longer-term growth. Virtual or in-person available. Click here for our full list of current learning topics.

Leadership & Management Intensives (2-Days): Fast-tracked, high-impact, in-person experiences designed to equip managers and leaders with the essential mindsets, tools, and strategies to lead with clarity, courage, and care. Usually, these accelerators combine 4-5 learning topics, peer coaching, and relationship building.

Leadership Learning Series & Accelerators (3-6 Months): Structured, cohort-based learning journey blending live workshops, peer learning, coaching, and independent reflection to help leaders build practical skills and shift habits over time and in community. Read about our customizable package here.

On-Demand Coaching: People can access just-in-time, issue-specific coaching sessions when challenges arise, providing grounded support and actionable insights exactly when they’re needed most. Book calls from 15 minutes to 2 hours here.

Ongoing Coaching & Advisory: Consistent 1:1 coaching and strategic thought partnership to support leaders as they navigate complex dynamics, grow their leadership style, and implement what they’re learning in real time. This is ideal for leaders who want a trusted sounding board, consistent support as challenges arise, and a space to think clearly, act intentionally, and lead with greater confidence, clarity, and care. We also regularly work one-on-one with leaders who have been put on Performance Improvement or Professional Development Plans as a way to support performance improvement.

All Access Advisory (AAA): Our most comprehensive support package offers unlimited access to coaching, advisory, tools, and thought partnership for either a quarter or a full year. This is ideal for executives or senior leaders who need high-touch, responsive, and strategic support, often in a specific area (i.e., strategic planning, culture building, sabbatical planning, building new systems, etc.). We may focus on an individual's leadership or management OR support a leader or leadership team in building leadership and management culture.
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Story from the Field

Last summer, we partnered with a nonprofit to facilitate a Management Intensive for 35 current and soon-to-be managers across departments and roles. The organization had been sending their managers away for training for years, but decided it was time to strengthen their management culture, build shared skills, align expectations, and create in-house opportunities for deep learning and growth.

Together, over the course of two full days, we named common tensions, normalized shared challenges, and offered practical frameworks to support real-time implementation. Participants learned:

• The key differences between leadership and management
• How to effectively navigate the transition from peer to manager
• Helpful management mindsets
• The anatomy of trust, how to strengthen it, and what to do when it breaks down
• How to give strong and compassionate feedback, and navigate difficult/uncomfortable conversations
• Powerful tips and tricks for communicating more effectively
• The foundations of compassionate accountability
• How to respond when people don't meet expectations

They also each created an authentic leadership ethos statement to guide their practice moving forward.

By the end of the Intensive, the group had developed shared language around what effective management looks and feels like, and participants walked away with new personal insights, clear action steps, new confidence, and a sense of solidarity with their teammates. And I didn't talk "at them" for more than ten minutes at a time!

At the end of day two, one senior leader shared:

This is why we do what we do. Because leadership and management training doesn't have to be stuffy, boring, or surface-level, and leadership and management don't have to follow the same paradigms and manuals that we were teaching fifty years ago. Our approach shifts culture and mindsets, not just knowledge and skillsets. And it makes all the difference.

Do you need this kind of experience or to deepen your leadership and management impact, as this organization has? Book a connection call to discuss how we can help!

More Testimonials

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Favorite Leadership & Management Tips & Tricks

1. Don’t Skip the Human Stuff. The best managers prioritize humanity over hierarchy. Before jumping into strategy or performance, take a beat to ask your people, “How are you really doing?” A moment of genuine care builds trust, and trust is the foundation of every thriving team.
2. Clarity is Care. Vagueness is where conflict festers and ambiguity throws most humans I know into a state of panic. Be clear about expectations, roles, feedback, and values, and do whatever you can to reduce uncertainty and maximize predictability. This reduces confusion, anxiety, and resentment and prevents future tension. The kindest leaders are often the clearest leaders.
3. Make Reflection a Ritual Regularly. Pause to ask yourself and your team: What’s working? What’s feeling off? What do we need more of or less of? These micro-moments of reflection keep teams aligned and help prevent burnout and resentment from simmering under the surface.
4. Build Cultures, Not Just Individuals. Training one manager is helpful. Creating a shared definition of what good management looks and feels like across your org? That’s transformative.
5. Lead with Curiosity, Not Control. When things go sideways, the instinct is often to fix or take over. Instead, try asking before assuming. Curiosity unlocks insight, trust, and collaboration, especially when you’re navigating big emotions or messy dynamics.

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Tool for Today: Minimizing Ambiguity Checklist

One of the biggest (and sneakiest) causes of stress, conflict, and dropped balls on teams? Ambiguity. When expectations are unclear, trust, motivation, and performance suffer. Today’s tool is a simple but mighty checklist to help you reduce ambiguity in your communication, workflows, and team dynamics. Use it before launching a project, sending an important email, or setting new expectations!

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Special Offer: Ask Me Anything!

Respond to this email with a question that's on your mind about leadership or management (either for yourself or your team/organization). I'll respond within 48 hours with a thoughtful answer and at least one free and relevant tool/framework you can use immediately.

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Thanks for reading this far! I'll catch you next week with more deets about our Coaching & Advisory work! In the meantime, I'd love to connect with you! Book a connection call here.
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With love and gratitude,
Marissa

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