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ACTIVE COHORTS 12 PARTICIPANTS 1,742 BARS Δ AVG +0.58 RETENTION 96% BLIND-SPOT CLOSURE 38% C4 CYCLE TIME −31% ENGAGEMENT Δ +14 pts CHRO READOUTS DELIVERED 9 REGIONS IND · UAE · SG ACTIVE COHORTS 12 PARTICIPANTS 1,742 BARS Δ AVG +0.58 RETENTION 96% BLIND-SPOT CLOSURE 38% C4 CYCLE TIME −31% ENGAGEMENT Δ +14 pts CHRO READOUTS DELIVERED 9 REGIONS IND · UAE · SG
$ zrutam --audience missing-80

The leadership program built for the layer that actually runs the business.

Frontline and middle managers run 80% of your workforce — and rarely get the development that earns budget at the table. Zrutam Accelerator is the end-to-end program that breaks the loop, from baseline assessment to measurable business impact.

Book a briefing → See the journey
§ 01 · The journey
5 phases · 26 BARS items · 5 competencies 18 months end-to-end · customisable

A five-phase programme built for behaviour change.

Each phase produces a tangible artifact. Each artifact moves a measurable behaviour. Scroll through the curriculum — the full instrument is shared in the briefing.

T+00 · WK01 PHASE 01 DIAGNOSTIC
2–3 weeks

Baseline 360°

A multi-rater diagnostic across self, direct reports, peers, and supervisor. BARS-anchored items across five competencies surface every manager's strengths, blind spots, and hidden patterns. The honest starting line.

What you walk away with

Personalised diagnostic report with Johari window mapping

$ phase-01 --inside[ 3 ]
01

Four rater groups

Self, direct report, peer, supervisor

02

26 BARS items

Behaviourally anchored — no vague Likert prompts

03

Johari window mapping

Surfaces Open, Blind, Hidden, Unknown patterns

T+03 · WK04 PHASE 02 ALIGN
2–3 weeks

Debrief & plan

Where data becomes action. A facilitator-led group debrief takes the cohort through their reports together — surfacing patterns, processing reactions, and translating findings into focused development goals co-signed with each manager's supervisor.

What you walk away with

Personal Development Plan + signed supervisor contract

$ phase-02 --inside[ 3 ]
01

Facilitator-led group debrief

Cohort processes results together with structured guidance

02

Cohort goal-setting workshop

Peer stress-tests narrow goals to 2–3 priorities

03

Supervisor alignment

Co-signed development contract closes the loop

T+06 · WK08 PHASE 03 ACTION-LEARNING
12–16 wks / module

Competency journey

Five competency modules, fifteen proven leadership models, twenty-five action-learning artifacts. Each model is paired with real-work practice — managers don't just learn frameworks, they apply them, produce evidence, and review with peers.

What you walk away with

Twenty-five tangible artifacts + capstone deliverables

$ phase-03 --inside[ 3 ]
01

Five competencies

People, execution, communication, decisions, change

02

Action learning, not classroom

Real-work artifacts, peer-reviewed

03

Cohort accountability

Peer review drives behaviour change faster

T+14 · WK56 PHASE 04 MEASURE
2 weeks

Outcome 360°

The same instrument, the same raters where possible. Measures movement on every BARS item, closure of Johari blind spots, and shifts in how each rater group perceives the manager — pre vs post, item by item.

What you walk away with

Pre/post comparison report with movement evidence

$ phase-04 --inside[ 3 ]
01

Same instrument, same raters

Apples-to-apples comparison

02

Item-level BARS movement

Every behaviour tracked individually

03

Self vs Other gap closure

The truest signal of self-awareness growth

T+16 · WK60 PHASE 05 READOUT
3–4 weeks

Impact report

Behavioural movement correlated with business outcomes — engagement, attrition, productivity. Each manager receives their personal Leadership Operating Manual. The CHRO receives a cohort-level readout designed for the next budget conversation.

What you walk away with

Leadership Operating Manual + CHRO outcome readout

$ phase-05 --inside[ 3 ]
01

Business outcome correlation

Engagement, attrition, productivity shifts

02

Leadership Operating Manual

Personal artifact each manager keeps

03

CHRO & supervisor readout

Designed for next year's budget conversation

§ 02 · What you measure
Cohort-level readout · per manager + aggregate Refreshed quarterly during programme

Every cohort produces a CHRO-ready dashboard.

Behavioural movement, action-learning artifacts, and downstream business outcomes — all in one view. The artifact that earns frontline development its seat at next year's budget table.

Z
QBR · sample cohort Frontline manager · 142 managers · month 9 / 14
COACH LOAD7/142
NEXTOUT.360 · W34
ON TRACK

AProgramme summary

TBL.01 · as of 15.05.26
ParticipantsM01
0
↑ 96% retention
BARS movementM02
+0
▲ Ahead of plan
Artifacts doneM03
0%
↑ vs 80% target
Blind-spot closureM04
0%
↑ vs 30% target

BCompetency performance · three layers

TBL.02 · self · cohort · supervisor
Competency BARS Δ Cohort velocity Business outcome
C1
People leadership 3 models · 5 BARS items
+0.68
85% moving
−24% attrition 12-mo trailing
C2
Execution & accountability 3 models · 5 BARS items
+0.61
76% moving
+22% KR attainment vs baseline
C3
Communication & influence 3 models · 5 BARS items
+0.55
69% moving
−4.2 hrs/wk meeting time saved
C4
Decision-making 3 models · 5 BARS items
+0.49
61% behind · watch
−31% cycle decision speed
C5
Change agility 3 models · 5 BARS items
+0.57
71% moving
+3.4/qtr team experiments

CBARS movement & self-awareness

FIG.01 · cohort aggregate
4.03.53.02.52.0
C1
C2
C3
C4
C5
Baseline Current Target +0.50

Open · self & other

48%↑ +12

Blind · other only

19%↓ −11

Hidden · self only

22%↓ −4

Unknown · neither

11%↑ +3
← KNOWN TO OTHERS SELF-KNOWN →
ALERT · C4

C4 BARS movement tracking slightly behind target (+0.49 vs +0.50). Coaches are alerted automatically when any measurement layer drifts — early intervention rather than end-of-programme surprise.

§ 03 · Want the full picture?

The programme is best shown, not summarised.

Book a 30-minute walkthrough. We share the complete curriculum, the full BARS instrument, sample participant reports, and case studies from current cohorts.