At Third Factor, we’ve spent decades studying what makes people perform at their best. We’ve worked with world-class athletes, coaches, and business leaders to break down the science of resilience, collaboration, and high performance. And now, we’re bringing that expertise to life in a whole new way. We’re thrilled to introduce The Peak Performance Open Enrollment Program, a partnership between Third Factor, WDHB (a global specialist in the design and delivery of executive learning experiences), and the Chula Vista Elite Athlete Training Center (CVEATC). This immersive, three-day program is designed to help leaders develop the mindset and skill set to thrive under pressure—by learning from those who do it best.

Lessons from the world of elite performance

If you’ve ever watched an athlete prepare for competition, you know that greatness isn’t just about talent. It’s about preparation, the ability to pivot under pressure, and the relentless pursuit of improvement. In many ways, the challenges faced by today’s leaders aren’t so different. Markets shift, competition is fierce, and success often comes down to how quickly you can adapt, stay focused, and bring out the best in your team. The Peak Performance Leadership Experience is built around this idea. Hosted at CVEATC—a premier training ground for Olympic and Paralympic athletes—this program isn’t just about sitting in a classroom and listening to leadership theories. It’s about stepping into the world of high performance, engaging directly with elite athletes and coaches, and applying what you learn in real-time.

What makes this experience different

Before participants even set foot at CVEATC, they’ll go through a personal skills assessment and a one-on-one coaching session to identify their strengths and growth areas. This ensures that every leader enters the experience with a clear understanding of what they want to work on and how they can get the most out of it. Once on-site, the learning goes beyond traditional leadership training. Participants will: This isn’t just about individual growth—it’s about bringing back new ways of thinking and leading that will elevate entire teams and organizations.

Who this is for

The Peak Performance Open Enrollment Program is designed for leaders who want to push their limits. If you’re someone who thrives on challenge, who is looking to take your leadership to the next level, and who is willing to step into an environment where learning happens through doing, this is for you.

Learn more

If you’re ready to lead like an elite athlete, we’d love to have you join us. Learn more and register here. Rosie MacLennan is a powerhouse: she was the first Canadian athlete to defend a gold medal at a summer Olympics by winning back-to-back golds in trampoline in 2016 and 2020, she served as the Chair of the Athletes Commission at the COC and fought tirelessly for safe sport, and she has an MBA from Stanford. We were fortunate enough to have Rosie join us at our annual Third Factor client dinner a short time ago, where she shared a behind-the-scenes look at her path to Olympic triumph, the significant challenges she faced on the journey, and the tools she used to help overcome them. Here are three lessons from Rosie’s talk that can help anyone striving for their own version of a gold-medal performance.

1: Confront failure head-on

One of Rosie’s most interesting insights was slightly counter-intuitive: when the fear of failure is strong, don’t shy away from it – lean into it. Ahead of the Olympics, Rosie consciously worked to confront the possibility of failure directly, and work through her worst-case scenario in vivid detail.
“By confronting the possibility of failure, you can free yourself from its grip.”
In partnership with her mental performance coach, Rosie sat down and played out two scenarios: what if things go well and I win? And, what if I stumble and fail? With these two scenarios in mind, she vividly worked through how she would feel and what her life would be like: 1 day after, 1 week after, 1 month after, 1 year after, and, eventually, 5 years post-Olympics. Rosie’s realization? Ultimately, the outcome at the Games would have little impact on her life 5 years down the road. Regardless of the outcome she would be okay. This mental exercise allowed Rosie to remove the distraction of fear from her preparation. By confronting failure head-on, she could redirect her energy from worrying about what could go wrong to focusing on what she could control. Whether you’re preparing for a major presentation, launching a new business venture, or pursuing a personal goal – instead of trying to avoid thinking about failure, take the time to visualize the negative scenario. When we “play out the full movie” what we often find is that the fear comes from the fact that we are just imagining a moment in time – an incomplete thought or image that doesn’t reflect the fullness of time. By confronting the possibility of failure, you can free yourself from its grip and focus entirely on performing at your best.

2: Embrace direct feedback

Rosie’s coach, Dave Ross, is known for a style that is extremely candid. While some athletes balked at his bluntness, Rosie saw something deeper: a genuine commitment to helping her succeed. She understood that behind his straightforward critiques was a profound belief in her potential. Instead of resisting his feedback, she consciously worked to lean into it, using it as information to unlock higher levels of performance. This ability to harness the value in blunt feedback came from her taking the time to understand Dave as a person. She took the time to look beyond personality and style to understand his values and ultimately his character. These insights didn’t just unlock her own performance, they also allowed her to help other athletes shift their perspective on Dave’s feedback by sharing her insights into what was behind his style. When you find yourself chafing at direct feedback, consider the intent of the person delivering it. Where are they coming from? What are they trying to help you accomplish? Often, others are trying to help – even when their wording or approach might trigger some reactivity.

3: Use visualization to overcome obstacles

In the lead-up to the Tokyo Olympics, Rosie faced a daunting challenge: a series of serious ankle injuries that left her unable to perform her trampoline routine for weeks. In fact, she was unable to practice her full routine until one day before leaving for the Games.
“When we imagine something with enough vivid detail – to our body, it’s real.”
Rather than letting this setback derail her preparation, Rosie turned to the power of imagery and visualization. Unable to train physically, she trained mentally. This started with simply imagining herself bouncing on the trampoline again. She shared that, initially after the injury, every time she would close her eyes and visualize jumping on the trampoline – she would see herself falling. With effort and (mental) practice, she was able to start to imagine herself jumping with confidence, and eventually to visualize her entire routine in vivid detail. Remarkably, Rosie finished 4th at the Tokyo Olympics— less than a single point off of the podium featuring the best athletes on the world, all of whom had been training regularly, despite having been unable to physically practice until a single day prior to travel. When we imagine something with enough vivid detail – to our body, it’s real. Some studies estimate that for elite athletes, mental rehearsal delivers roughly 85% of the benefits of physical rehearsal. Rosie’s experience certainly backs up that research. Visualization isn’t just for elite athletes. It’s a tool anyone can use to prepare for high-stakes situations —whether it’s a speech, negotiation, or exam—spend time visualizing your performance. Imagine every detail: the environment, your actions, and the desired outcome. This mental preparation can help you feel more confident and prepared when the moment arrives.

Bringing it all together

Rosie MacLennan’s journey to Olympic success is more than a story about athletic achievement. Her approach to confronting failure, embracing feedback, and harnessing the power of visualization provides lessons that can help all of us. Here’s a challenge: think about your own version of a “gold medal performance.” What are you striving for in your career, relationships, or personal growth? Now, consider how you can apply Rosie’s three strategies: Confront failure head-on: What’s holding you back? Imagine the worst-case scenario to start to rob it of its power. Embrace direct feedback: Who in your life is pushing you to be better? How can you listen with an open mind and use their insights to grow? Use visualization to your advantage: What mental rehearsals can you do to prepare for your big moment? Coaching is, at its core, a deeply human endeavor. It’s a skill that requires empathy, curiosity, and an ability to connect with others on a personal level. Effective coaching demands patience, insight, and adaptability, making it a uniquely human process. Yet, as artificial intelligence (AI) tools like Copilot and ChatGPT become increasingly advanced and widely used, the potential to integrate AI into the coaching process is becoming more apparent. Rather than viewing AI as a replacement for human coaches, we see it as a complement—a tool to augment the learning experience and extend the reach of coaching. Our approach, inspired by our company’s founder Dr. Peter Jensen, is rooted in the idea of AI as “the coach’s coach.” Instead of attempting to replicate the nuanced human interactions of coaching, we’re leveraging AI to sustain learning and assist leaders as they progress toward coaching mastery. AI becomes a tool that helps leaders get comfortable with coaching and sharpens their skills, rather than replacing the critical role of a human coach.

Drawing inspiration from “The Coach’s Coach”

Dr. Peter Jensen has been known for decades as “the coach’s coach.” Over 35 years, his focus has been on empowering coaches rather than stepping into their shoes. He works to help them improve their craft and support their teams more effectively, offering guidance, insights, and tools to help them reach their potential. His role isn’t to be the head coach, but instead to act as a mentor and resource for those who are. This philosophy guided us as we considered the potential of AI in leadership and coaching development. What if every leader had access to an AI-powered coach in their pocket—one they could turn to for advice, guidance, and practice whenever they needed it? This vision drives our integration of AI as a tool that complements and supports, rather than competes with, human coaches.

Understanding AI’s role in the learning curve

The learning curve is a familiar concept in skill development. It illustrates how people acquire new skills over time, beginning with an initial uncomfortable phase of struggle and slow gains, progressing through steady improvement, and then hitting the final grueling ascent to achieve true mastery. AI’s role is most valuable in the intermediate stages, where learners have built a foundation and consistent practice and support can help them to make big leaps up the curve.

High touch to learn

At the beginning of the learning curve, learners are stepping into unfamiliar territory, and progress can be slow and frustrating. At this stage, motivation, encouragement, and a safe environment to make mistakes are critical. This is where the presence of a human coach is indispensable. Human interaction provides the emotional support and expert guidance that learners need to build confidence and take those first steps.
“The goal of this high-touch phase is to equip learners with a solid foundation and prepare them to apply their new skills independently.”
For example, in our 3×4 Coaching program, leaders regularly report discomfort with delivering corrective feedback and therefore delay or outright avoid it. In the classroom, we are able to set them up in pods with their peers and, through a triad exercise, show that giving “negative” feedback can be a positive, developmental experience. With the encouragement (and accountability) of their peers, participants take the first steps up the learning curve and start to build confidence. This is not much different than learning to ride a bicycle. Initially, the learner needs someone to hold the bike steady, provide feedback, and offer reassurance. This hands-on support is essential for achieving balance and overcoming the fear of falling. Similarly, in leadership development, learners benefit greatly from in-person workshops or coaching sessions where they can practice new skills, ask questions, and receive real-time feedback. The goal of this high-touch phase is to equip learners with a solid foundation and prepare them to apply their new skills independently.

High tech to transfer

As learners move past the initial hurdles, they enter the middle phase of the learning curve. This is the growth phase, where they’ve gained a basic understanding but need consistent practice to refine their skills and build confidence. At this stage, AI can play a crucial role in supporting learners’ development. AI tools excel at providing scalable, consistent support during this phase. They can simulate real-world scenarios, offer constructive feedback, and serve as a resource for learners to practice and refine their skills. Our pilot programs have confirmed the value of this approach. Leaders who have used our AI tools report that these tools help them apply what they’ve learned in their training programs. For example, our AI tools have been instrumental in helping leaders simulate coaching conversations, deliver feedback effectively, and prepare for performance reviews. By practicing in a non-judgemental, low-stakes environment, they gain confidence and improve their skills before applying them in real-world situations.

AI as sustainment

AI is particularly effective at supporting sustainment. To understand this, it’s helpful to distinguish between two types of motivation in the learning process: the motivation to learn and the motivation to transfer.
“People are motivated to learn when they encounter new ideas, engaging experiences, or compelling stories.”
The motivation to learn is rooted in intellectual curiosity. People are motivated to learn when they encounter new ideas, engaging experiences, or compelling stories. This type of motivation often requires a human touch—someone who can inspire and captivate learners, sparking their interest in the subject matter. These are areas where human coaches excel. They can create dynamic, interactive learning experiences that draw learners in and motivate them to engage with new concepts. The motivation to transfer, on the other hand, is about applying what has been learned in a real-world context. This requires an environment where learners feel supported and confident in their ability to succeed. Motivation to transfer comes from having access to resources, someone to turn to for advice, and a sense of accountability. These are areas where AI shines. By providing tools and guidance for application, AI helps learners bridge the gap between theory and practice. AI can simulate coaching conversations, offer tailored feedback, and provide reminders to keep learners accountable to their goals. It creates an environment where learners can experiment, refine their skills, and build confidence in their abilities—all while supporting their long-term growth.

The future of coaching

The integration of AI into coaching enhances rather than replaces the role of human coaches. While human coaches inspire curiosity, build foundational skills, and connect on a personal level, AI excels at providing scalable, consistent support during the critical growth phase of skill development. This complementary relationship allows learners to benefit from both personalized guidance and accessible tools for practice and refinement. By blending the strengths of human connection and technological capability, we create a sustainable, accessible coaching model. Human coaches can focus on motivation and expertise, while AI supports learners in applying and mastering new skills. This balanced approach ensures coaching remains effective and widely available, fostering a culture where both learners and coaches thrive in an evolving landscape. 15,000 athletes will compete in 878 events across 54 sports at the Paris Olympic and Paralympic Games. To help you narrow in on what to watch, we asked our network of elite athletes, coaches and influencers to share the stories they’re most excited for. Here’s what they said.

Martha McCabe

3x Olympic swimmer, Founder, Head to Head

It might sound silly but one of the things I’m most excited about is for the athletes to experience a ‘normal’ Olympic Games. After an extremely challenging, delayed and socially distanced, Tokyo Games in 2021, this will be the first chance for summer athletes since 2016 to experience that real Summer Games feel. From socializing in the athlete village, to getting out into Paris after they compete to soak up the Games energy, it’ll be incredible! On the performance front, Summer McIntosh is the one to watch in swimming. She’ll have stiff competition with Australia’s Ariarne Titmus, and USA’s Katie Ledecky (among others!), but she’s proved she belongs with the best, and I think she’s got a great shot at some seriously well earned Olympic medals. I’m also really excited to see Josh Liendo lead a quickly improving men’s swim team. He, along with a few other young Canadian men (like Ilya Kharun) have proven that they’re not afraid of the big boys on the world stage, so I think they’ll be ready to leave their mark for Canada too.

When to watch

Summer McIntosh: July 27 – August 4 Josh Liendo: July 31, August 3, August 4 Ilya Kharun: July 31, August 3, August 4

Karen O’Neill

CHIEF EXECUTIVE OFFICER, CANADIAN PARALYMPIC COMMITTEE

There is incredible momentum leading into the Paris Paralympic Games. It signals to many Paralympic athletes a competition post-COVID, whereby their planning and preparation have been more within their control. For many, it is a chance to come back following the Summer Games in Tokyo with focus and determination to perform. Athletes heading into these Games are now in the final qualification period to secure a nomination to Team Canada. There are many exciting stories, with numerous first-time athletes heading to Paris. For some veterans, like the Women’s Goalball Team, it means securing a nomination for Team Canada. Let’s all cheer on Team Canada in this fierce and exciting competition from August 28 to September 8!

When to watch

Paralympic Games: August 28 – September 8 Women’s Goalball: August 29 – September 5

Debbie Low

CHIEF EXECUTIVE OFFICER, CANADIAN sport institute ontario

For me, one of the most exciting sports to watch at the Paris Olympic Games will be Women’s Beach Volleyball, featuring the Team Canada duo of Melissa Humana-Paredes and Brandie Wilkerson. I worked with Melissa’s dad at Ontario Volleyball when I was starting my career in sport management, and these two talented athletes have been supported by Canadian Sport Institute Ontario (CSIO) throughout their careers. Paris 2024 will be Melissa and Brandie’s second Olympic appearance, having both competed at Tokyo 2020 with different partners. Melissa and Brandie teamed up in 2022 and have since made the podium at numerous international and professional beach volleyball tournaments. They are currently ranked 4th in the world. Melissa is also a former World Champion and a two-time Commonwealth Games Champion, having won the FIVB Beach Volleyball World Championship in 2019 and the Commonwealth Games in 2018 and 2022, all with her former partner Sarah Pavan.

When to watch

Women’s Beach Volleyball: July 27 – August 9

Anne Merklinger

CHIEF EXECUTIVE OFFICER, Own The Podium

Canada Basketball is set to make history at the 2024 Olympic and Paralympic Games. For the first time, Canada has earned Olympic qualification for the women’s team, the men’s team, and the 3×3 women’s basketball team. This milestone highlights the growing strength and depth of basketball in Canada. The women’s, men’s, and 3×3 women’s basketball teams are heading into Paris with significant momentum. Each team has demonstrated exceptional skill, determination, and teamwork throughout the qualification process, providing a strong foundation as they prepare to compete on the world stage. Additionally, both the men’s and women’s wheelchair basketball teams will compete at the Paralympic Games. Known for their competitive spirit and resilience, these teams add to Canada’s robust presence in basketball. With no regrets and a steadfast focus on winning, Canada Basketball is poised to make a substantial impact at the Paris Olympics and Paralympics, representing Canada with pride and inspiring future generations.

When to watch

Men’s Basketball: July 27 – August 10 Women’s Basketball: July 28 – August 11 Women’s 3×3 Basketball: July 30 – August 5 Men’s Wheelchair Basketball: August 29 – September 7 Women’s Wheelchair Basketball: August 29 – September 8

Mel Davidson

4x gold medal winning coach

Canada has recently become a basketball nation. Five teams will represent Canada in Paris: three Olympic teams (Men’s, Women’s, and Women’s 3×3) and two Paralympic teams (Men’s and Women’s). The Women’s 3×3 team, featuring the top three FIBA Women’s 3×3 players, won a nail-biter in their final Olympic qualifying game to secure their spot. The Men’s team, qualifying for the Olympics for the first time in over two decades, is riding high after beating the USA to win bronze at last year’s world championships. With their most talented roster ever, the big question is whether they can build on the team approach developed over the past four years. The Women’s Wheelchair basketball team has an experienced and talented roster capable of medaling in Paris. However, after three coaching changes in three years, the question is whether their current stability will allow them to gel in time for a deep run at the 2024 Paralympics.

When to watch

Men’s Basketball: July 27 – August 10 Women’s Basketball: July 28 – August 11 Women’s 3×3 Basketball: July 30 – August 5 Men’s Wheelchair Basketball: August 29 – September 7 Women’s Wheelchair Basketball: August 29 – September 8

Rosie MacLennan

2x gold medal winning trampoline gymnast

Jacqueline (Jackie) Simoneau is an artistic swimmer heading into her third Olympic Games. Known for her grace and precision in the water, Jackie has been a key figure in Canadian artistic swimming for years. After competing in the Tokyo Olympics, she decided to retire and pursue a doctorate in podiatric medicine, demonstrating her dedication and versatility both in and out of the pool. In 2023, Jackie made the surprising decision to put her studies on hold and rejoin the national team. Her return has been nothing short of remarkable. At the 2024 World Aquatics Championships, she played a pivotal role in helping Canada qualify a full team and a duet for the Paris 2024 Olympics. Her leadership and experience have been invaluable to the team, inspiring her teammates and contributing to their overall success. Jackie’s most significant achievement came when she made history by becoming the World Champion in the free solo routine. This victory marked the first time a Canadian had won the title in 33 years, cementing her legacy in the sport. Her comeback and subsequent triumphs have not only elevated her status but also shone a spotlight on Canadian artistic swimming on the world stage.

When to watch

Artistic Swimming: August 5 – August 10

Garry Watanabe

Principal trainer & sport lead, Third Factor

I’ll be watching the team rowing events, where brief yet intense races unfold in just 5-7 minutes. These events are a captivating showcase of teamwork, skill, and endurance, as athletes push themselves to their absolute limits in the pursuit of victory. The synchronization and power displayed by the rowers create a thrilling spectacle that never fails to inspire. Rowing demands both physical strength and mental resilience, with athletes enduring massive pain and exhaustion while maintaining perfect coordination. This combination makes rowing one of the most challenging and compelling sports to watch, drawing viewers who appreciate the dedication required to excel. For a deeper insight into the preparation and commitment involved in rowing, I highly recommend The Four-Year Olympian by Jeremiah Brown. This book provides a gripping account of Brown’s journey and the immense effort needed to compete at the highest level, offering an inspiring story of perseverance and achievement.

When to watch

Rowing: July 27 – August 3
What could you achieve if every leader in your organization had a coach in their pocket – one they could access at any time to craft the perfect piece of feedback, prepare for a difficult coaching conversation, or get personalized advice for coaching their team? “PJ” is our AI coaching companion that helps leaders apply their coaching skills by offering customized support whenever needed. Developed in partnership with The Modern Office Company, this intuitive and friendly chat bot is the latest advancement in sustainment for our flagship 3×4 Coaching program.

What is PJ?

We’re calling PJ The Coach’s Coach. It’s a tool designed to help leaders work through coaching challenges and get advice on applying the 3×4 Coaching model, our framework of 3 plays and 4 skills that exceptional coaches use to deliver results and build commitment. At its heart, PJ is an AI chat bot developed by Third Factor and The Modern Office Company. With a license, you can ask PJ questions and discuss just about anything related to coaching. PJ has been trained in the 3×4 Coaching model and can help you use questions, listening, feedback and confronting to build clarity, improve competence or give recognition. What really excites us is that PJ is a true coach. Unlike other chat bots that jump straight into giving advice, PJ first listens to understand and asks clarifying questions to get to the heart of every issue. A conversation with PJ flows like a conversation with a real coach – acknowledging the very real challenges of leadership, building clarity about what’s really going on, and generating practical strategies for applying the coaching skills.

What can PJ help with?

PJ is designed to help with just about any coaching challenge. Whether you need help building clarity around an issue, delivering difficult feedback, or finding the right way to recognize a team member’s efforts, PJ is there to help. Here is a list of sample prompts you might give PJ across a variety of categories:

Work through challenges

Prepare for a Conversation

Enhance skills

Generate ideas

Coach in different contexts

Deepen coaching knowledge

See PJ in action

PJ is trained to coach you through problems rather than just giving answers. After you explain what you need, PJ will ask clarifying questions to understand the nature of the coaching challenge. It will then help you discover how to apply the coaching plays and skills to address the issue and help you create a detailed action plan. Here’s a real conversation with PJ about a team member’s punctuality to give you an idea of just what PJ can do.

How do I get access to PJ?

PJ is currently in a closed Beta and not available to the general public. If you want to try PJ and give us feedback on how to improve, send us an email explaining your coaching challenge and why you think PJ could help. Welcome to our summer reading list for 2024. The team at Third Factor has once again come together to recommend their top reads from the past year. Whether you want fiction, non-fiction, or even a cookbook filled with new recipes to try, you’re sure to find something new and interesting on this list. This year, we’ve included a special recommendation from our new AI coaching companion, PJ. What does a virtual 3×4 Coaching expert recommend you read this summer? Scroll down to find out.

Dane Jensen, CEO

Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs In Leadership and Life by Jeff Wetzler

Ask will teach you how to read other people’s minds. Okay, maybe not literally – but author Jeff Wetzler shows convincingly that, with the right questions and the right approach to listening, we can get incredibly good at knowing what others are thinking. The book opens with a sobering look at how bad we are at intuiting others’ thoughts and feelings, and how easy it is to stay on the surface without ever benefitting from the thoughts and opinions that others truly hold, but may be reluctant to share. Wetzler lays out a highly practical framework for curiosity, packed with great questions and tips for listening. As someone who speaks for a living, I am always looking to get better at listening – and this has been an incredibly helpful book.

Peter Jensen, Founder

Hidden Potential by Adam Grant

I highly recommend “Hidden Potential” by Adam Grant, especially for its take on team dynamics. The book shows that team success isn’t just about picking the most skilled people but about building the glue that holds everyone together. This resonated with my experience with Canada’s National Basketball Team. Their World Cup success wasn’t just about talent but their unity and teamwork, leading to their first Olympic qualification in over 20 years. Grant’s insights reflect what I’ve seen firsthand in sports.

Alexis Ullerick, Program Logistics and Materials Lead

Real Self-Care by Pooja Lakshmin

I heard Pooka Lakshmin speaking about “faux self-care” on the Ezra Klein podcast and was very intrigued so I picked-up her book. It’s very thoughtfully written with examples from Lakshmin’s clinical practice and her own experiences. She points out that self-care shouldn’t be something to add to your to-do list but behaviour changes in your everyday life. She breaks down the four key elements of self-care: boundaries, self-compassion, getting to know yourself, and asserting your power. She even explains how the more we practice these concepts the more we can impact change on a larger scale. I am already working on incorporating tips from the book, and I feel off the hook for not being into meditation or yoga.

Christopher Gentile, Director Strategic Partnerships & Accounts

The Amazing Adventures of Kavalier & Clay by Michael Chabon

As someone who isn’t a big fiction-reader (but loves history!), The Amazing Adventures of Kavalier and Clay is an epic novel that blends history, adventure and human emotion into a masterpiece. It’s set against the backdrop of World War II and follows the journey of Joe Kavalier and Sam Clay, two cousins, as they move from Europe to navigate the world of 1930s America. Joe Kavalier, a talented artist and escape artist, escapes Nazi-occupied Prague to seek refuge in New York City, where he teams up with his cousin Sam Clay, an ambitious writer, to create the iconic superhero “The Escapist.” As they rise to fame, they encounter love, loss and challenges while facing their own personal struggles, relationships and identities. Chabon does an excellent job bringing the streets of New York City to life, as the layers of complexity to each character makes for a beautifully crafted and captivating story of friendship, creativity and strength in the face of adversity. It’s a fun, nostalgic and uplifting read for summertime.

Garry Watanabe, Principal Trainer and Sport Lead

Scaling people: tactics for management and company building by Claire Hughes Johnson

A senior executive at Stripe and former senior executive at Google, Johnson has made an impact in some of the biggest and fastest growing companies in the world. The book is full of incredibly practical advice and tools. More importantly, it helps leaders understand how to deliver on a key challenge: leading with both empathy and accountability. If you get the audio version, as an added bonus, the author personally reads the book, which in my experience, truly makes the words come to life.

Jordan Lavin, Marketing Lead

Leaders Eat Last: Why Some Teams Pull Together and Others Don’t by Simon Sinek

“Leaders Eat Last” by Simon Sinek is an essential read for anyone aspiring to become a better leader in their organization. Sinek explores the core principles of leadership that build trust, foster collaboration, and drive innovation within teams. By creating a culture where employees feel valued and empowered, the book offers actionable insights that can transform your leadership style and significantly improve team dynamics and performance. Embrace these principles to inspire and lead your organization toward sustained success.

Kim Fulton, Practice Lead, Coaching & Leadership

Demon Copperhead by Barbara Kingsolver

“Demon Copperhead” is a compelling novel that reimagines Charles Dickens’ “David Copperfield” in modern Appalachia, following a resilient and sharp-witted kid named Demon navigating tough times, poverty, and additiction. It’s a powerful story about overcoming adversity and offers deep insights into human resilience and empathy.

Lori Quinn, Account Executive

The Creative Act: A Way of Being by Rick Ruben

This is a book about the practice of paying attention and refining our sensitivity to tune in to the more subtle notes. This is not a book you read and put on a shelf. You can pick it up any time as it is dripping with wisdom, for life, art and creativity. I love everything about this book, from the person who suggested it and bought it for me through to the texture of the creative cover and silky pages in between. Rubin suggests that living in discovery is at all times preferrable to living through assumptions. I like that perspective.

Peggy Baumgartner, Chief Learning Officer

Love and Lemons Simple Feel Good Food: 125 Plant-Focused Meals to Enjoy Now or Make Ahead by Jeanine Donofrio

With summer just around the corner and my daughter’s wedding fast approaching, I’m diving into the Love and Lemons Cookbook for some culinary inspiration. This cookbook is a treasure trove of effortless and delicious vegetarian recipes, perfect for the special occasion at our cottage. With many vegetarians among our guests, I want to ensure that the weekend is filled with delightful and satisfying meals. If anyone has favorite meatless recipes to share, I would love to hear them! Let’s make this celebration as tasty as it is memorable.

PJ , The Coach's (AI) Coach

Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organization by Robert Kegan and Lisa Laskow Lahey

For a deep dive into the psychology of change and how to guide others through it, “Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organization” by Robert Kegan and Lisa Laskow Lahey is a fantastic choice. It explores why people resist change, even when it’s in their best interest, and offers practical steps for identifying and overcoming those internal barriers. It’s particularly insightful for coaches working with individuals facing significant personal or professional transitions.

Sandra Stark, Partner

Remarkably Bright Creatures by Shelby Van Pelt

“Remarkably Bright Creatures” by Shelby Van Pelt is a delightful read. This heartwarming and immensely readable novel explores the power of connecting with other living creatures and its impact on our lives. With a clever storyline and a touch of mystery, it’s perfect for a feel-good summer read. If you enjoyed “A Man Called Ove,” you’ll love this book.

Many websites use affiliate links to make money when you buy something from Amazon – we don’t. Feel free to follow the links provided or pick up the book you want from your favourite local bookseller. As our business continues to grow, we are very excited to welcome Chris Gentile to the team as Director, Strategic Partnerships & Accounts. Chris joins us from the Smith School of Business at Queen’s University, where he managed client relationships for customized executive education programs – many of which were delivered in partnership with Third Factor. Before Queen’s, Chris oversaw strategic partnerships at EF Education First, a private education firm focused on developing professionals through educational travel. Chris holds a Bachelor’s degree from the University of Toronto, and a certificate in Adult Learning & Development from the Ontario Institute of Studies in Education (OISE) at UofT. Chris has shown a true passion for helping organizations develop their workforce for the future and working with thought-leaders to develop innovative solutions that drive lasting change. We’re excited to see him continue to build on his success with Third Factor.

New manager development programs are often a surprising “problem child” in the Learning & Development portfolio.

The recent Association for Talent Development (ATD) report sponsored by Third Factor, “New Manager Development: Building a Foundation for the Future,” highlights a critical gap: while 70% of organizations have new manager development programs, most fail to realize their full potential with 77% reporting only moderate success or worse.

16% success rate
Successful
Unsuccessful
No program

Helping new managers transition from individual contributor to people leadership roles is vitally important for the performance of not only those managers but everyone that reports to them as well. But with the large population of managers in most organizations, Learning & Development (L&D) is often tasked to execute these programs at scale and on a shoestring budget. Add in the time pressures on new managers, and it can feel near impossible to deliver impactful leadership development programs for this audience.

We know how challenging this mandate can be, so we’ve collected some practical strategies from leading organizations that we partner with to help get the value out of your investment in new manager development.

Leadership at the Helm: Building Top-Down Support

The ATD report underscores the importance of senior leadership in new manager development. Most of the organizations surveyed indicated that a lack of either resources, senior leadership support, and/or prioritization were challenges to training new managers. So how do you build that critical support at the top of the house?

01.

Pick your moment and leverage business needs to advance new manager training.

02.

Enlist your partners to sell your vision for new manager training internally.

03.

Get senior leaders directly involved in training to underscore its importance.

First, pick your moment. When organizations make significant investments in new manager development, it typically comes at a time when there is a clear business need – for example, a new strategy, a culture transformation, declining engagement scores, or high turnover. Use these windows of opportunity to demonstrate how Learning & Development can help turn conceptual business plans into real action by driving the right behaviors in managers.

Second, enlist your partners. You need every tool in your arsenal to build the strongest business case to senior leaders for investing in new manager development. Involve HR or internal business partners as well as your third-party vendors to help demonstrate to senior leaders the value and expected outcomes of these programs. Hearing directly from your leadership team about a strategic transformation they are driving from transactional to advisory services, for example, will enable your vendors to design programs that directly support those needs.

Finally, start small and get senior leaders directly involved. One L&D team that we work with is driving a multi-year rollout of a two-day in-person program to help managers build coaching skills – a significant investment of time and resources. But it all started with just one session focused on the C-Suite team. Through that firsthand experience, the CEO and his team became passionate champions of the program. They not only committed to funding a broad program rollout, but the CEO now speaks directly to every cohort of managers that goes through the program. His involvement sends a strong message about his commitment to manager development and also reinforces the connections between the content and their business priorities.

Balancing Learning Formats

Training a large population of new managers can be costly. For many organizations, it’s just not feasible to offer in-person experiential learning programs to all new managers.

In fact, the ATD report notes that asynchronous learning channels are the most common offering made available to new managers. We often hear from L&D leaders about the benefits of asynchronous learning for creating custom learning pathways and offering flexible programs that work around the busy schedules of new managers. Yet there is always a desire to incorporate some of the benefits of live, in-person learning experiences as well.

Increasingly, organizations are looking at blended learning formats to provide the scale and cost effectiveness of asynchronous learning but with some of the human connection and energy of live or in-person programs.

A financial services company that we partner with offers an asynchronous program that enables managers to learn coaching skills through a series of self-paced videos. But to enhance the experience through peer support and live discussions, managers are placed into learning cohorts that proceed through the program as a community. A live virtual kickoff provides context about the program, introduces managers to others in their cohort and builds energy around the learning journey they are about to start on. Midway through the program, cohorts reconvene for a live application lab to work through any questions and challenges as they start applying the skills in their work environment. And upon completion of the program, managers have access to 1:1 coaching and a library of resources to support ongoing skill development and application.

“The most successful new manager development programs that we see always place a strong focus on practical application.”

Whether asynchronous, in-person, or a blended format, the most successful new manager development programs that we see always place a strong focus on practical application. New managers are often completely underwater balancing their priorities of delivering results while also developing their people.

In fact, time constraints on new managers were the most common challenge cited in ATD’s report. Most new managers simply don’t have the time, energy, or interest to dive deep into theories on motivation and performance. Instead, they need a few practical tools that they can implement immediately, opportunities to practice new skills, and strategies to focus on actions that will have the greatest impact so that they see immediate results and build confidence.

Measuring What Matters: The Art of Success Metrics

You’ve heard it a million times – “how are we measuring the impact of this program?” When it comes to reallocating investment or cutting costs, new manager development programs are an easy target if they can’t demonstrate impact. Effective metrics not only demonstrate program effectiveness but also ensure the program remains relevant, impactful, and aligned with evolving business priorities.

ATD’s report highlights a similar issue: 87% of respondents cite a lack of metrics to track the program’s results as a challenge to new manager training. While most organizations do assess program effectiveness, many focus on participant satisfaction and use informal conversations rather than quantitative or outcomes-based measures. So how can you incorporate impactful metrics without creating an overly complex science project?

Most important is systematizing and quantifying participant feedback with a short, standard feedback form for every participant to complete. In our experience, taking a few minutes to do this at the end of sessions before participants return to their other work is the best way to drive response rates and specific feedback. In addition to participant satisfaction, include one or two questions tied to target outcomes – for example, participants’ confidence in their ability to apply the skills in their daily work.

With a basic feedback system in place, start looking at longer-term metrics and impacts. A large energy organization that we work with administers a final survey approximately three months after leadership development programs on how participants are applying their learnings and the resulting business impact of those actions. These concrete examples offer powerful impact stories that are highlighted to the company’s most senior leaders.

Another financial services organization surveyed the direct reports of program participants and found that more than 85% noticed an improvement in their leaders after completing the manager development program – a metric that helped build ongoing support and expansion of the program.

Transforming Insights into Impact

As the ATD report highlights, new manager development programs are a critical aspect of the L&D portfolio and yet there are very real challenges to making them effective and impactful. These strategies offer a blueprint to help ensure the investment in these programs delivers real value for the business and for your people.