The Wise Nest — Organizational Program
Leadership development that
transfers to you.
Most leadership programs create dependency. The Wise Nest Organizational Program is designed to do the opposite — build the capability inside your organization and put the infrastructure in your hands.
What makes this different
Every other program tells you what the gap is. This one tells you exactly what to do about it.
The 360-degree assessment market is crowded with tools that generate awareness and leave the action planning to a coach, a consultant, or the leader themselves. The Rule of 15 closes that gap in the report itself.
- Report shows scores and competency ratings. A coach interprets what they mean.
- Development planning is generic — same framework applied to every leader regardless of their specific profile.
- Ongoing engagement required to sustain results. The program lives with the vendor.
- Enterprise pricing and procurement cycles put it out of reach for most mid-size organizations.
- No transfer of capability. Dependency is the business model.
- Report delivers personalized coaching language for each of 15 behaviors — specific to that leader’s score, status, and gap direction.
- 165 distinct coaching variants mean every leader receives guidance built for their exact profile — not a template applied to everyone.
- Transfer model built into every engagement. Phil leaves you with the infrastructure, the IP license, and trained internal facilitators.
- Structured for mid-size organizations — 10 to 500 employees — with engagement pricing that fits a real development budget.
- The goal is your independence. Every engagement is designed to end with you needing Phil less.
The Assessment Report
What your leaders actually receive.
Every leader who completes the Rule of 15 assessment receives a personalized report that functions as a complete coaching document — not a data summary that requires interpretation. Scroll through the full 13-page report below.
Who the program serves
Built for organizations where leadership behavior is the difference between good and great.
The Wise Nest Organizational Program was designed for mid-size organizations — 10 to 500 employees — where the decision maker is close enough to the work to know exactly what a leadership gap costs, and invested enough to do something about it.
Growing companies
You are promoting people into leadership roles faster than you can develop them. The Rule of 15 gives every new leader a behavioral foundation — before they need it, not after the damage is done.
Sales organizations
The behaviors that drive revenue — listening first, setting clear expectations, following through, modeling loyalty to clients — are all Rule of 15 competencies. Formation builds the behaviors that training only describes.
Faith communities
The Rule of 15 is values-neutral and aligns naturally with the behavioral character formation that faith communities already prioritize. The prerequisite structure makes it accessible at every age and background.
Youth-serving organizations
Scouts, sports programs, youth ministries, co-ops — organizations that develop young people need a behavioral formation system built for their age, not adapted from corporate training.
Schools & educators
Character education, advisory programs, leadership academies — the Rule of 15 gives educators a structured, developmentally sequenced formation system that produces measurable behavioral change in students.
Family businesses
The two behaviors most likely to fracture a family business in transition — Model Loyalty and Follow Through on Commitments — are Rule of 15 competencies with specific formation paths for every personality type.
Engagement Model
Three ways to engage. One destination.
Every engagement tier is designed to move your organization toward owning this capability independently. The path depends on where you are starting. The destination is the same.
The right starting point for organizations that want to see the program work before committing to a full deployment. Phil administers everything. Your leadership layer completes the assessment, receives personalized reports, and participates in a facilitated debrief and 90-day follow-up. The results make the case for what comes next.
- Full assessment administration for up to 10 leaders
- Personalized 13-page coaching reports for each leader
- Group and individual debrief facilitation
- 90-day follow-up reassessment session
- Executive summary for organizational sponsor
Phil runs the first cohort fully, co-facilitates the second alongside your internal team, and certifies an internal facilitator during the third. At the end of this engagement, the program belongs to you — the infrastructure, the IP license, and the trained internal capability to run it forward.
- Full multi-cohort deployment for your entire leadership layer
- Internal facilitator certification program
- Assessment infrastructure and report generation system
- Facilitator guide, debrief protocols, and development planning tools
- IP license for independent program operation
After Tier 02, your organization runs the program independently. The annual license keeps your infrastructure current, your coaching library updated, and Phil available for the moments that call for outside perspective. Year two and beyond, this program costs a fraction of what it cost to build.
- Ongoing report generation access
- Annual framework and coaching library updates
- Two advisory calls per year with Phil
- Priority access for new cohort launches
- License to operate under the Rule of 15 framework
Every organization starts in a different place. Some are ready to deploy across their full leadership layer. Others need to see the program work on a smaller cohort first. The first conversation with Phil is a diagnostic, not a proposal — he will ask direct questions about your situation and tell you honestly which tier makes sense, or whether this is the right fit at all.
The Transfer Model
What it looks like when Phil is done working with you.
Most consultants are done when the engagement ends. Phil measures success differently — by what your organization can do without him. Here is what the path to that looks like.
Diagnostic and pilot cohort
Phil runs the first cohort alongside your team from end to end. Every decision is explained. Every facilitation move is visible. Your internal stakeholders observe, participate, and begin to understand the architecture of the program from the inside.
Co-facilitation and knowledge transfer
Your identified internal facilitator takes the lead on cohort two with Phil in an advisory and coaching role. Assessment administration, report delivery, debrief facilitation, and development planning are all practiced with Phil available to course-correct in real time.
Certification and independent operation
Cohort three runs under your internal facilitator’s full ownership. Phil observes, provides feedback, and certifies the facilitator against a clear standard. The certification is not a formality — it is a quality gate that protects the program your leaders will receive from this point forward.
Your program. Your people. Your results.
Every new leader who joins your organization gets assessed. Every existing leader gets reassessed on the cadence that serves your culture. The capability compounds annually. Phil is available twice a year to advise, not to administer.
Common Questions
The things organizations ask before they say yes.
Every leader receives a document that tells them specifically what to do differently for each of their 15 behaviors — not a score that requires a separate coaching relationship to decode. The debrief process Phil facilitates converts those specific practices into 90-day commitments with a follow-up accountability structure. The data does not sit on a shelf because it arrives already actionable.
Annual license holders have access to re-certification support for a new internal facilitator at no additional cost beyond the licensing fee. The program is designed to survive leadership changes because the methodology is documented, the protocols are written, and the infrastructure runs independently of any single person.
The 165 coaching variants are calibrated to score level and gap direction — a self-rated 5 who is blind to a team perception gap receives fundamentally different coaching from a self-rated 2 who is aligned with their team. The Red-High variants specifically address the patterns high performers are most vulnerable to: the cost of competence, the blind spot that comes with confidence, and the gap between intention and impact that every capable leader eventually has to confront.
A pilot cohort of 10 leaders produces results that are visible to the organizational sponsor within 90 days. Those results — behavioral changes observed by teams, leader self-reported development, and the reassessment gap data — are the business case for a full deployment. Most organizations that complete Tier 01 move to Tier 02 within six months.
Ready to build something that lasts?
Every engagement begins with a conversation.
The first conversation with Phil is a diagnostic call, not a proposal. He will ask direct questions about the leadership challenge your organization is facing and tell you honestly which engagement tier makes sense — or whether the Rule of 15 is the right fit at all. That clarity costs nothing.
