Training & Coaching

Build leaders who create ownership—not dependency.

Control Signal helps technology organizations develop managers who set clear outcomes, make better decisions, coach performance, and build the next generation of leaders.

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Leadership capacity

Your management layer determines how far the company can scale.

The goal is not to teach more management language. It is to change how leaders create clarity, develop judgment, manage performance, and grow other leaders.

New managers need a practical operating baseline.

Existing managers need greater consistency across teams.

Senior managers must learn to lead through other leaders.

Future leaders need a credible path to greater scope.

Distributed teams need standards that travel.

Structured development

Two programs for two different leadership transitions.

Manager OS establishes the operating fundamentals. Technical Leadership Development prepares experienced leaders for greater organizational scope.

01

2 days + follow-up coaching

Manager OS

A practical baseline for new managers—and a way to level-set an existing management cohort. Designed for people who manage individual contributors.

Modules

  • Ownership & Outcomes
  • One-on-Ones That Work
  • Coaching for Performance
  • Signals & Standards
  • Interviewing
02

~40 hours · 3 months · up to 8 leaders

Technical Leadership Development

For Senior Managers and Directors—and VPs in smaller organizations—moving from managing teams to leading through other leaders. Also available as a condensed intensive.

Modules

  • Influence and Communicate as a Leader
  • Delivering the Right Solutions
  • Identify and Accelerate Technical Talent
  • Writing for Technology Leaders
  • Leading Distributed Teams

Bespoke coaching & advisory

Signal Validation

Signal Validation is focused coaching for a defined leadership problem: preparing a successor, helping a leader step into greater scope, resetting expectations across a leadership team or improving ownership of a specific result.

We agree what should change up front, work with the people closest to the problem and judge the engagement by what changes in the work.

Discuss the result you need

What changes

What changes when managers stop taking the work back.

  • People know what they own and when to escalate
  • Managers coach the reasoning instead of supplying the answer
  • Senior leaders spend less time resolving decisions that belong elsewhere
  • Strong performers see a credible path to greater scope
  • Distributed teams work from clearer expectations and standards

Built from operating experience

Leadership development grounded in the work.

The approach comes from more than two decades leading technology organizations, including serving as a Vice President of Engineering at Amazon and leading a global organization responsible for developing and launching Amazon Interactive Video Service.

20+teams built
25+leaders promoted
1,000+interviews conducted
120person global organization led

Experience also includes developing leadership and feedback training at Twitch, teaching Amazon’s Day One Director program and lecturing at Carnegie Mellon University.

Build the leadership capacity you need next

Start with the transition your leaders need to make.

Start with the change you need: a common foundation for managers, stronger leadership through managers or focused coaching around a specific result.

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