‍The Challenge

Voltage Park found themselves at a pivotal moment. Hypergrowth was bringing incredible opportunities, and the leadership scaling challenges that come with it. They knew their culture was their competitive advantage, but they needed more feedback and accountability embedded in leadership conversations to reinforce the values and behavior that got them to this point.

Their VP of People faced the decision every scaling company encounters: How do you invest in leadership development without disrupting momentum?

They decided to bring together everyone, from the CEO to front-line managers, for a manager summit, and as part of this summit, they would introduce a feedback framework that would actually stick. And they would leverage an external facilitator to help make it happen. No theoretical exercises. No generic corporate training that would be forgotten by Monday morning. Something tailored to the very business, and culture, they were building. 

The Approach

We designed an intensive afternoon workshop centered on The Accountability Dial, our proprietary framework for developing people that goes beyond traditional management tactics. But the real work wasn't just teaching a model. It was creating the conditions for genuine insight.

From the first moment, the session challenged assumptions. Leaders who thought they "knew everything about leadership and management" found themselves questioning their approach. The dialogue opened up new possibilities for what leadership development could mean at Voltage Park.

What made this workshop different:

• The entire leadership spectrum in one room – CEO to front-line managers creating shared language and expectations together
• Deep dialogue over surface-level tactics – exploring how all leadership work is really self-work
• Immediate cultural fit – Jonathan adapted to Voltage Park's values and energy, facilitating in a way that felt authentic to who they are as a company
• Setting the foundation – establishing rigor around people development as the company matures

The Results

The workshop delivered something rare: profound shifts in perspective that participants felt in real-time. Leaders left with:

• A common framework and language for developing their teams
• Fresh approaches to challenges they thought they'd already solved
• Clarity on what leadership maturity looks like as Voltage Park scales
• Momentum to implement immediately—not "someday"

To quote some of the participants:

“The most valuable takeaway from the Managers Summit was learning how to approach and navigate uncomfortable conversations with my Rangers.”

“I am going to read Good Authority over Thanksgiving and implement the Accountability Dial into my management practice.”

“Personally for me the session with Jonathan Raymond was most impactful. His session helped me have a better understanding of how coaching a manager should be in terms of what to say and how to say it.”

Most importantly, Voltage Park now has the infrastructure to develop leaders consistently as they grow.

What This Means for Your Next Leadership Event

You're facing a similar crossroads. You need to bring your leadership team together. You need something that will actually move the needle. And you're wondering if an outside facilitator can truly understand your culture and deliver value to a diverse room, from executives to emerging leaders.

Here's what this case study demonstrates:

The "cultural fit" concern is valid, and solvable. Jonathan's approach is rooted in meeting organizations where they are. Not forcing a methodology, but facilitating discovery that aligns with your values.

Mixed-level audiences aren't a limitation, they're an advantage. When done right, having CEO through front-line manager creates powerful alignment that top-down or peer-only sessions can't achieve.

Real leadership development requires challenging existing thinking. Some of the leaders who got the most from this workshop were the ones who thought they already had it figured out. Creating that openness is part of the facilitation craft.

Hypergrowth is exactly when to invest in this work. Not after you've solved for it. Not when things slow down. Now, when you're setting the patterns that will define your company's leadership culture.

‍