LEADERSHIP TRAINING PROGRAMS

Turning insight into leadership impact

Targeted training for leaders and teams operating under pressure—designed to build durable decision and influence habits as roles evolve.

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THE ROLE OF TRAINING AT ARYS

When training follows diagnosis

Leadership training at ARYS is not generic.
It is used when a clearly defined leadership, decision, or performance challenge has been identified. Training turns diagnosis into measurable operating habits—built to hold under pressure and remain effective as expectations and roles evolve.
This is not a one-and-done workshop: implementation is tracked, and progress is measured in observable behaviour change and organizational outcomes

LEADERSHIP DEVELOPMENT

Programs for complex leadership contexts

Our training programs are designed for leaders and teams operating under pressure. Each program builds repeatable operating habits that strengthen judgment, stakeholder impact, and execution reliability in real business conditions. This is not one-and-done training. Implementation is supported and tracked—so capabilities hold over time, as scope, expectations, and roles evolve.

PROGRAM 1

Get Seen. Get valued. Get Promoted.

A strategic program that helps high performers make their value legible over time—so visibility compounds, sponsorship strengthens, and progression stays sustainable.

Participants learn to:
– build intentional visibility and personal positioning,
– communicate impact with precision,
– target the right arenas for influence,
– translate visibility into advancement.

This is career strategy, not self-promotion.
Suitable for cohort or in-company delivery.
Co-developed with Ana-Magdalena Hüni.

PROGRAM 2

The Art of Making Smart Decisions

A practical training for entrepreneurs and leaders making high-stakes decisions under pressure—designed to build a decision process that stays reliable over time, as complexity and stakes increase.

Participants learn to:
– spot the most common cognitive traps,
– apply simple, actionable debiasing techniques,
– stress-test strategic trade-offs in real decisions (pricing, investment, market entry)

Application is tracked through decision cases and follow-through—so the process becomes repeatable, not situational.

PROGRAM 3

Bridging Leaders

A 12-month leadership mastery program for a selected cohort of 10–15 participants.

The program blends:
– team assessment,
– individual coaching,
– face-to-face learning sessions,
– executive mentorship.

A leadership 6 modules program for managers operating between strategy and delivery—designed to build durable alignment habits across functions, levels, and priorities as the organization evolves.

Implementation is tracked through applied routines and observed behaviour change—so collaboration improves in practice, not in theory.

HOW PROGRAMS ARE DEPLOYED

Tailored, contextual, outcome-driven

Programs can be delivered:
– in-company or cohort-based,
– as standalone interventions or part of a broader advisory engagement,
– with or without prior profiling, depending on context and risk level.

Delivery is adapted to organizational realities and leadership maturity. This is not one-and-done training: implementation is reinforced and tracked, with progress measured through observable behaviour change and business-relevant outcomes.

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Frequently Asked Questions

Are these standard off-the-shelf training programs?

No. Each program has a defined structure, and delivery is adapted to your context, leadership level, and objectives. Implementation is reinforced and tracked—so capability holds over time, not just in the room.

Can training be delivered without prior profiling?

Yes. Profiling or diagnostic work is optional, but it strengthens outcomes by validating readiness, surfacing pressure patterns, and focusing training on the few behaviours that matter most for sustained performance.

Are these programs suitable for senior leadership teams?

Yes. Programs are designed for senior leaders and executive teams where decisions carry consequence. The focus is durable operating habits—decision discipline, stakeholder alignment, and follow-through—tracked for real adoption.

How do you ensure training translates into lasting change?

We build reinforcement into the program design: applied exercises, operating routines, and follow-up checkpoints. Progress is measured through observable behaviour change and business-relevant outcomes.

FIRST STEP

Discuss your context before choosing a program

Training creates the most value when it targets a clearly defined leadership or decision challenge and is designed for adoption over time.
Engagements begin with a contextual discussion to confirm whether training is the right lever, define success criteria, and agree how implementation will be reinforced and tracked inside the organization.

DISCUSS A PROGRAM