For Organizations
Annual partnerships built on the OHA Method™.
Every program is scoped after a diagnostic for manager cohorts, frontline employee teams, or both. Pricing is custom, based on scope, headcount, and duration.
Leadership capacity programs trusted by 40+ organizations across North America since 2022
The Business Case
Capacity is an operating problem, not a benefits problem.
9 points of engagement to recover
Manager engagement in North America fell from 31% to 22% between 2022 and 2025 — 9 points of recoverable capacity sitting in the layer that most influences retention.
The highest-leverage layer to invest in
Managers report more stress than the people they manage — and receive the least development investment. That gap is also the biggest opportunity: every dollar put into their capacity spreads to the whole team.
Keep one manager, keep the team
When a manager stays, their team stays. Replacing a manager costs on average twice their annual salary (Gallup) — strengthening the one you have protects the team and avoids that cost.
The System Behind Every Program
The OHA Method™
Programs are applications of the Method. The sequence never changes: diagnose, restore, build, embed, measure.
- Diagnose
Every engagement opens with a measured baseline of the participating managers or frontline employees — capacity, workload, retention risk — so there is a number to compare against 90 days later. No hypothesis, no assumption, no generic survey.
What we actually do
- Capacity baseline assessment for the participating cohort
- Leadership and stakeholder interviews
- Retention and absence risk signals mapped by team
01Baseline Measurement
Every engagement opens with a measured baseline of the participating managers or frontline employees — capacity, workload, retention risk — so there is a number to compare against 90 days later. No hypothesis, no assumption, no generic survey.
What we actually do
- Capacity baseline assessment for the participating cohort
- Leadership and stakeholder interviews
- Retention and absence risk signals mapped by team
Hover or select a stage to explore the cycle.
Programs
Four applications of one methodology.
The Capacity Diagnostic and annual partnership can span both audience tracks. Dedicated manager and leadership programs remain calibrated to those roles; frontline employee programs apply the same measured method to sustained performance in frontline work.
The Capacity Diagnostic
A three-to-four week assessment that gives your leadership team a real baseline across the participating managers or frontline employees: where capacity, load and risk actually sit today, not where you assume they sit. You leave with a specific, budget-ready recommendation — not a slide deck of generic findings.
- For
- Directors & VPs owning a people budget
- Format
- 3–4 weeks
- Investment
- Starting at $3,500
The Manager Capacity Program
Over 12 weeks, a cohort of managers moves through the full Capacity Cycle: live sessions, 1:1 or small-group coaching, and ongoing support through RESET+. The program closes with a re-measurement and an executive debrief — not a certificate of participation.
- For
- Organizations of 200+ employees
- Format
- 12-week cohort
- Investment
- On request, scoped to cohort size
The Leadership Capacity Program
Companies that see results at the manager layer typically extend the Cycle upward to their executive team. Same method, same measurement discipline, applied to the decisions carrying the most weight. Ask us about it once you've seen your first cohort's numbers.
- For
- Executive teams
- Format
- Scoped per engagement
- Investment
- On request
The Organizational Capacity Partnership
For organizations extending the Cycle outward: a standing annual partnership that runs the Capacity Cycle continuously across manager cohorts, frontline teams or both, with recurring measurement and executive reporting built in.
- For
- Enterprise-wide rollouts
- Format
- Annual partnership
- Investment
- On request
Measurement
Reported to the executive team, quarterly.
“We stopped asking for wellness sessions and started asking for a system. That's the difference OHA made — our managers now have language and tools for pressure, not just a break from it.”
“The diagnostic was the moment it became real. We had numbers on something we'd only been able to describe as a feeling.”
“The 90-day re-measurement is what got it renewed. I could put a before and after in front of our executive team instead of a participation rate.”
Not sure which program fits?
Explore PartnershipLet's talk about what your managers and frontline teams actually need.
Curious about the daily layer? See RESET+ →