Transform Learning Tracks are curated multi-course experiences that develop the skills managers need to lead effectively. Each track targets specific growth areas, from foundational management practices to feedback and goal-setting.
Required access: Transform or Transform Accelerator pricing package. Available to Account Admins, HR Admins, and Managers.
What You Can Do
- Assign courses to managers: Create an Action Plan and add specific courses as action items. See Assign a 1:1 Coaching Session via an Action Plan for instructions.
- Assign group sessions: See Assign a Group Coaching Session to Managers.
- Access training content: See Access On-Demand Manager Training Content.
Key Rules
- 15Five provides four recommended tracks. Organizations can also create custom tracks.
- Courses cannot be assigned directly — they must be added through Action Plans.
- Manager Essentials includes all seven Manager Accelerator courses plus five additional courses.
- Course durations: Manager Accelerator and Manager Essentials courses run 45–60 minutes each. Giving & Receiving Feedback and Setting Goals courses run approximately 60 minutes each.
Manager Accelerator
The Manager Accelerator track develops core management skills for people managers at all experience levels. It includes 7 courses, each 45–60 minutes.
Context of Thriving
Participants learn the foundations of the Best-Self Management philosophy, the science behind human thriving and potential, and how these concepts underpin high-performing teams.
Learning outcomes:
- Understand the relationship between individual thriving and organizational performance and engagement.
- Identify strategies for creating wellness for themselves, in relationships, and in team culture.
- Create a self-development objective to define a leadership growth goal.
Building Strong Manager/Employee Relationships
Participants learn foundational skills for effective relating and for creating psychological safety to build strong professional relationships and innovative teams. Includes the Best-Self Kickoff practice.
Learning outcomes:
- Understand the relationship between psychological safety and high performance.
- Gain strategies to increase psychological safety in workplace relationships.
- Apply the Best-Self Kickoff to strengthen manager-employee relationships.
- Gain awareness of relational energy and its implications for performance.
Role Clarity & Energizing Work
Participants learn their responsibility to ensure clarity around roles and responsibilities, and gain strategies for clarifying both project-based and organizational roles.
Learning outcomes:
- Understand how role clarity and psychological safety affect performance.
- Gain strategies to create effective role and performance agreements.
- Learn frameworks that clarify and align teams on project-based role clarity.
Goals and Priorities
Participants learn to design goals that motivate their team, support execution, and foster a culture of autonomy with accountability.
Learning outcomes:
- Understand how a growth mindset affects learning and performance.
- Identify intrinsic and extrinsic motivators.
- Gain strategies to set effective SMART goals, OKRs, Breakthrough Goals, and Learning Goals.
- Identify common challenges in goal setting.
- Gain strategies for setting context, motivating, and making agreements for goal progress.
- Understand the importance of aligning individual goals with department goals.
- Gain strategies for weekly prioritization, including deep work and managing competing demands.
- Gain strategies to support team members in adjusting goals when priorities shift.
Feedback for Redirection
Participants learn evidence-based practices for sharing observations without judgment and delivering constructive feedback using the 15Five Best-Self Feedback model.
Learning outcomes:
- Understand how requesting feedback creates psychological safety.
- Gain strategies to receive feedback well.
- Gain strategies to give redirecting feedback, including observational language and Nonviolent Communication.
- Gain strategies for making agreements toward new action.
Making 1-on-1s Meaningful
Participants learn a successful 1-on-1 framework, including how to prepare for meetings, connect personally, and use asynchronous check-ins to supplement regular meetings.
Learning outcomes:
- Learn effective frameworks to guide 1-on-1 meetings.
- Gain strategies for building strong relationships during 1-on-1s, including psychological safety and role clarity.
- Gain strategies for leading continuous and effective dialogue during 1-on-1s, covering goals, feedback, growth, and actions.
- Understand how to use asynchronous check-ins to supplement 1-on-1s.
Strengths & Career Vision
Participants learn to identify and leverage strengths, values, and passions to build a career growth vision — and to apply these skills in growth conversations with direct reports.
Learning outcomes:
- Understand the importance of supporting the use of strengths at work.
- Identify top strengths, values, and passions and apply them to their role.
- Gain strategies to lead strengths-alignment and career growth planning conversations with direct reports.
Manager Essentials
The Manager Essentials track extends Manager Accelerator with five additional courses focused on appreciation, performance management, coaching, inclusion, and wellbeing.
This track includes all seven Manager Accelerator courses (Context of Thriving, Building Strong Manager/Employee Relationships, Role Clarity & Energizing Work, Goals and Priorities, Feedback for Redirection, Making 1-on-1s Meaningful, Strengths & Career Vision) plus the five courses below.
Feedback for Appreciation
Participants learn to deliver positive feedback effectively, including strength-spotting and active constructive responding to reinforce individual strengths and build team culture.
Learning outcomes:
- Understand the negativity bias and the value of a higher positivity ratio in feedback.
- Gain strategies to provide feedback that builds strong relationships, including Strengths-Spotting and Active Constructive Responding.
- Understand the value of continual and strategic encouragement.
Managing Performance
Participants learn the blueprint for continuous performance management, including how to fairly assess performance and lead growth-based conversations.
Learning outcomes:
- Understand the value of clear agreements for fair reviews, including compensation policy and performance agreements.
- Identify common biases that affect performance reviews.
- Gain strategies to fairly assess performance across results and competencies.
- Gain strategies to lead strengths-based growth and development conversations, including compensation-separate conversations.
- Gain strategies to lead action planning conversations, including coaching up and coaching out.
Manager As Coach
Participants learn the shift from directive management to coaching, with skills in open-ended questioning, active listening, and non-directive approaches.
Learning outcomes:
- Understand directive, situational, and non-directive approaches to leading people.
- Gain strategies to apply non-directive coaching, including open-ended questions and active listening.
- Gain and demonstrate coaching competencies through peer coaching exercises.
Diversity, Equity, Inclusion, & Belonging (DEI&B)
Participants learn shared language for diversity, equity, inclusion, and belonging, explore aspects of their own identity, and gain strategies for inclusive team meetings.
Learning outcomes:
- Develop definitions for diversity, equity, inclusion, and belonging.
- Understand how DEI&B affects employee engagement, performance, and innovation.
- Identify important aspects of their own identity.
- Gain strategies to demonstrate inclusion and build psychological safety in team meetings.
Moving from Burnout to Thriving
Participants learn to define and identify burnout, understand its causes, and gain strategies for preventing burnout on their teams.
Learning outcomes:
- Gain awareness of inequities involved in workplace stress.
- Understand the distinction between eustress and distress and their implications for burnout.
- Identify the leading symptoms of burnout.
- Gain strategies to prevent burnout for themselves and for team members.
Giving & Receiving Feedback
The Giving & Receiving Feedback track builds skills in feedback culture, performance feedback, and feedback across diverse relationships. It includes 3 courses, each approximately 60 minutes.
Creating a Culture of Feedback
Participants gain a comprehensive understanding of feedback and its role in team performance, including how to address biases and build a growth mindset.
Learning outcomes:
- Learn practices that normalize and integrate continuous feedback into team culture.
- Identify biases that distort perceptions and learn how to minimize them for fairer feedback.
- Practice making specific, observational statements instead of judgments.
- Build personal and team receptiveness to feedback.
Giving Feedback That Drives Performance
Participants learn the 15Five Best-Self Feedback model and frameworks for delivering feedback that motivates and redirects performance effectively.
Learning outcomes:
- Understand the elements of feedback that drive performance versus feedback that deflates it.
- Gain strategies to deliver feedback using the Best-Self Feedback model.
- Practice delivering feedback in realistic scenarios.
Peer, Upward, and Cultural Feedback
Participants learn to give and receive feedback across different relationship types, including peer, upward, and cross-cultural contexts.
Learning outcomes:
- Understand the dynamics and value of peer and upward feedback.
- Gain strategies to navigate cultural differences in giving and receiving feedback.
- Identify how to use recognition to reinforce positive behavior across teams.
Setting Goals
The Setting Goals track builds skills for creating, socializing, and managing goals that drive results. It includes 3 courses, each approximately 60 minutes.
Setting Goals That Matter
Participants learn frameworks for creating goals that are motivating, measurable, and aligned to organizational priorities.
Learning outcomes:
- Understand the elements of an effective goal.
- Gain strategies to apply SMART goals, OKRs, and Breakthrough Goals.
- Identify common goal-setting mistakes and how to avoid them.
Socializing & Refining Goals
Participants learn how to communicate goals clearly to their teams, gather input, and refine goals based on feedback.
Learning outcomes:
- Understand the importance of socializing goals across a team.
- Gain strategies to facilitate goal alignment conversations.
- Learn how to incorporate team input to strengthen goal ownership.
Managing Goal Progress
Participants learn how to track goal progress, navigate obstacles, and lead conversations when goals need to be adjusted.
Learning outcomes:
- Understand how to structure regular goal check-ins.
- Gain strategies to support team members when goals are off track.
- Learn when and how to re-goal when priorities shift.
Not Covered Here
This article does not cover how to create custom learning tracks or how to configure Transform settings. See Access On-Demand Manager Training Content for next steps after identifying a track.