Your best individual contributor just became a manager — with no manual.

Doer-to-Leader is a live cohort that turns newly promoted managers into leaders their teams actually follow — in weeks, not years of trial and error.

They were promoted because they were the best at the work. Leading people is a different job — and it's learnable.

Bring it to your team See all programs

8-week live cohort For newly promoted managers Built by an operator who scaled 2 → 80

The promotion trap

The skills that earned the promotion aren't the skills the job needs.

You rewarded your strongest performer with a team. Six weeks in, the work they used to crush is piling up — and so is everyone else's.

They still do the work themselves — it's faster than delegating, until it isn't.

The hard conversations get avoided until they turn into crises.

1:1s are status updates, not coaching.

Their old peers now report to them, and nobody taught them how to lead that.

They're working longer hours while the team waits on them to unblock everything.

You can feel the team stalling — but there's no framework to fix it.

None of this means you promoted the wrong person. It means you handed them a new job and no operating system to run it.

Management isn't a reward for doing the work. It's a different job.

The doer's job is to have the answer. The leader's job is to build a team that finds it without them. That isn't a personality trait you're born with — it's a system of habits, scripts, and decisions you can install.

From doing the work to engineering the team.

The Doer

Has the answer
Owns the output
Measured by their own work
Wins by doing more

The Leader

Builds the answer-finders
Owns the outcome
Measured by the team's work
Wins by multiplying others

What we install

The operating system for leading people.

Three arcs over eight weeks — each one a habit your new managers keep long after the cohort ends.

Weeks 1–2 · Lead yourself

Lead yourself first

Before you can run a team, you have to run your own time, priorities, and identity as a leader instead of a doer.

The mindset shift from output to outcomes
Protect the time leadership actually requires
Decide what only you can do — and let go of the rest

Weeks 3–5 · Run the conversations

Run the conversations you've been avoiding

Most of a manager's leverage lives in a handful of conversations. We hand your managers the scripts for every one.

1:1s that coach instead of status-check
Feedback and accountability without the dread
Leading former peers with authority and trust

Weeks 6–8 · Build the team

Build the team that runs without you

The finish line isn't a busier manager — it's a team that makes good decisions when the manager isn't in the room.

Delegate outcomes, not just tasks
Set clear decision rights so work stops bottlenecking
Coach and grow the people under you

How the cohort runs

Built for how new managers actually learn.

8-week live cohort — one 90-minute session a week
Small groups (8–12 managers) built for real practice
Scripts and templates for every hard conversation
Between-session reps on their real situations
A manager playbook they keep for good
Run it for one team or a whole class of new leads
Virtual or on-site at your offices
Taught by an operator, not a theorist

Who it's for

Newly promoted managers Team leads Engineers-turned-managers First-time people leaders High-potentials about to be promoted

Don't let your new managers learn leadership the hard way.

Bring Doer-to-Leader to your team. In eight weeks, your newest managers lead like they've done it for years.

Bring it to your team

Drew Sutton scaled a division to 80 in two years, ran an 8-figure unit, and holds 30+ patents. He's sat in your chair, and knows how to get your team executing again.

Trusted by 30+ organizations

ToyotaLexmarkLG&EKentucky Utilities Central BankWesBancoGeorgetown Community Hospital

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