Plunge for Teams · Enterprise Program
The manager training built on
human connection science
A 3-week curriculum that strengthens the three relationship muscles your managers have never been asked to develop, building a culture where people actually talk to each other.
60%
of managers fail or underperform regardless of experience level
7 in 10
employees would leave because of how their manager communicates
51%
of CHROs name manager development their #1 priority — SHRM 2025
—Workplace Participation & Privacy Guardrails
The problem
Most organizations train managers on process, not on people
Research and workplace trends suggest that fragmented attention, digital communication habits, and reduced face-to-face practice are contributing to weaker listening and connection behaviors across the workforce.
01
Promoted for skill, left to fail on people
Managers are promoted for technical performance, then handed a team with no training in how to actually lead one. The skills that earned the promotion rarely transfer.
02
Retention bleeds from the middle
Teams under disconnected managers show 20% higher voluntary turnover. At 50 to 200% of annual salary per departure, the cost is significant and largely invisible until it is not.
03
The connection gap is never measured
HR measures engagement, completion rates, and NPS. Nobody measures whether managers can hold a real conversation, the skill that drives all three of those metrics.
04
eLearning is passive. People are not.
A manager watches a video on active listening, nods along, and returns to their desk doing exactly what they did before. Behavioral change requires behavioral practice.
The foundational purpose
Three muscles. One program.
Plunge for Teams is not built around knowledge transfer. It is built to strengthen three specific relationship capacities that most workplaces have never intentionally trained.
Muscle 1
Interpersonal
The capacity to genuinely connect with another person. To ask a real question, hold space for the answer, and let what they share actually land. Most managers interact constantly. Far fewer truly connect.
Muscle 2
Intrapersonal
The capacity to know yourself under pressure. A manager who cannot name what they are feeling cannot lead through it. Self-awareness is not a soft skill. It is the foundation of every other skill in this program.
Muscle 3
Vulnerability
The capacity to go first. When a manager answers the same questions they ask of their team, honestly and without a polished performance, they create the conditions for a more respectful and psychologically safer team environment.
A–A–L
Every exercise is delivered through one shared practice: Ask, Answer, Listen. The manager Asks the question, Answers it themselves first (the vulnerability muscle working), then Listens to what comes back without redirecting or fixing. When the leader goes first, the room opens.
All prompts are voluntary. Participants may pass or answer only at the level that feels appropriate, without consequence.