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… then why not have a coffee with Paul? You decide whether it’s virtual or in person. You’ll get an insight into how we work, and Paul will help you find the right solution for your needs—either from our proven formats or tailored specifically to your requirements.
Starting strong in leadership
Moving into leadership is more than a career step. It is a shift in role and responsibility. We help new leaders gain clarity about their role, take ownership with confidence and create the conditions for strong team performance from day one.
Good leadership doesn’t happen by accident. It can be learned. We help organisations ask the right questions and find practical answers that strengthen new leaders from the start.
Why this matters now
Leadership has rarely been as demanding as it is today. New leaders step into roles shaped by hybrid teams, high expectations, performance pressure and constant change. The first 100 days have a lasting impact on how they see themselves as leaders, how they are perceived by their teams, the quality of their decisions and their ability to perform.
- How do we prevent new leaders from becoming overloaded by operational demands and burning out?
- How do we equip new leaders to guide digital transformation with confidence and a clear focus on performance?
- How do we build a strong pipeline of future leaders and specialists in the face of skills shortages and generational change?
- How do we strengthen the resilience of new leaders so they can remain steady and make sound decisions under pressure?
Three ways to develop effective leadership
Two-day New Leaders Programme
New leaders often start out highly motivated, but with plenty of uncertainty. Over two intensive in-person days, they clarify their role, sharpen their expectation management and gain practical tools for the first phase of leadership.
It’s structured leadership onboarding instead of learning by trial and error, helping new leaders build confidence and lay a strong foundation for effective leadership.
We design tailored leadership programmes for talents and new leaders around your specific business needs. This helps people build confidence as they step into leadership and creates a strong foundation for long-term development.
Whether as a stand-alone journey or embedded into an existing initiative, the format follows your objectives, not the other way round.
A shared starting point for talent and new leaders creates connection, builds motivation and lays the foundation for stronger learning and long-term development.
We design and facilitate large-group formats as part of talent programmes, aligned with your strategic objectives. Whether remote, in person or hybrid, we turn these sessions into a strong and meaningful starting point.
Talk to us about your challenge
Why Chili and Change?
We don’t just give new leaders knowledge. We work directly with the realities of day-to-day leadership. What matters to us is not isolated learning moments, but the combination of role clarity, mindset and performance in a way that is practical, modular and scalable across international contexts.
Deep expertise in leadership and organisational development
First-hand leadership experience in self-organised environments
Connecting role clarity, mindset and performance
Modular, scalable training designed for international delivery
Learning grounded in real leadership situations
Trusted by organisations across industries
Chili and Change works with large corporations and established medium-sized businesses across a range of industries. With deep expertise in methods and transformation, we help organisations shape leadership, collaboration and change effectively.
How participants experience our programmes
Let’s talk about your approach to developing new leaders.
Everything you need to know about our talent development programmes, from formats and who they’re for to time commitment and practical details.
Our trainers have experienced the transition into leadership themselves. They bring extensive expertise in leadership development and know first-hand what really matters when you step into a leadership role. Rather than focusing on abstract theory, we work with real situations from participants’ day-to-day leadership. Our modular Circle format is flexible, practical and designed to provide support exactly where new challenges arise.
Stepping into your first leadership role is one of the biggest transitions in your career. The first 100 days lay the foundation for long-term credibility and impact within the team. We help new leaders navigate this crucial phase with confidence and build a strong foundation for their role.
Yes. Our onboarding programme for new leaders is modular and can be offered either as an open programme with participants from different organisations or as a tailored in-house programme for your organisation.
Around 6–8 participants per module works best, allowing for meaningful exchange and enough depth. At the same time, the format scales well, as multiple groups can run in parallel or at different times, including internationally.
Yes. It’s a core part of the programme. We help new leaders step into their role with clarity, set appropriate boundaries and build a trusting working relationship with their team.
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