Most leadership programs change what leaders know. BRAVE DIRECT changes what they do.
Most leadership programs change what leaders know. BRAVE DIRECT changes what they do.
BRAVE DIRECT for Senior Leaders is a six-week live program that equips your Director-to-SVP leaders to lead the consequential conversations that execute strategy, even when speaking up has a cost. Applied on the job. With behavioral evidence the CHRO will read.
BRAVE DIRECT for Senior Leaders is a six-week live program that equips your Director-to-SVP leaders to lead the consequential conversations that execute strategy, even when speaking up has a cost. Applied on the job. With behavioral evidence the CHRO will read.
Programs delivered to 5,000+ leaders at:
Programs delivered to 5,000+ leaders at:
Created by Ivna Curi. Former A.T. Kearney strategy consultant. TEDx speaker, Forbes contributor. Trained as an engineer and at Brazil's Air Force reserve.
THE PROBLEM
The cost of what isn’t said.
The cost of what isn’t said.
Senior leaders are promoted for what they did at the level below.
The behaviors the new level demands:
-> Taking positions when higher-ups expect one,
-> Drawing dissent out of a team that won’t volunteer it,
-> Raising concerns up the chain,
-> Holding peers and reports to commitments.
They’re expected to figure out on their own.
Most don’t.
And the cost shows up in the work:
Decisions that keep getting revisited because they didn't actually resolve the first time.
Decisions that keep getting revisited because they didn't actually resolve the first time.
Executive strategies that don't get implemented at the levels below because the leaders in between can't push back productively or surface and resolve resistance.
Strategies that announce well at the executive level and don't get implemented at the levels below — because the leaders in between can't push back productively or surface the resistance they're hearing.
Recurring conversations on the same issues, six months apart, with no behavior change between them.
Recurring conversations on the same issues, six months apart, with no behavior change between them.
Hidden risks that come up too late to course-correct because the people who saw them coming didn't think raising them was worth the cost.
Hidden risks that come up too late to course-correct — because the people who saw them coming didn't think raising them was worth the cost.
Performance issues that turn into HR problems because nobody had the conversation when it would have made a difference.
Performance issues that turn into HR problems because nobody had the conversation when it would have made a difference.
Then the Quarterly Business Review arrives.
The CHRO asks the only question that matters: what changed?
Satisfaction scores aren’t an answer.
Completion rates aren’t an answer.
Engagement ratings aren’t an answer.
And the moment that question can’t be answered, every subsequent budget conversation starts a little harder than the last one.
Then the QBR arrives. The CHRO asks the only question that matters: what changed?
Satisfaction scores aren’t an answer. Completion rates aren’t an answer. Engagement ratings aren’t an answer. And the moment that question can’t be answered, every subsequent budget conversation starts a little harder than the last one.
Most L&D still reports completion and satisfaction, not behavior.
Most L&D still reports completion and satisfaction, not behavior.
TAKE THE ASSESSMENT
Rebuild the case for behavior change.
Rebuild the case for behavior change.
Most leadership programs assume the room is level. For senior leaders, it usually isn't.
Most leadership programs assume the room is level. For senior leaders, it usually isn't.
The problem lies in the conditions around those conversations:
-> Power dynamics
-> Unclear authority
-> Vague ownership
-> Fear of consequences
Every leader runs the same calculation in those moments:
Does the reward of speaking up outweigh the cost?
When it doesn’t, silence is the rational choice.
Most leaders go quiet, soften, or come across as difficult.
BRAVE DIRECT for Senior Leaders is different in three ways:
Built for consequential conversations, not only safe ones.
Built for consequential conversations, not only safe ones.
Most programs assume the room is level, that everyone can engage without paying for it later. Brave is built for the rooms that aren’t level. Where speaking up costs something. Where the leader must navigate hierarchy, resistance, and personal risk to deliver the message anyway.
Calibration over courage.
Calibration over courage.
Most programs rely on the leader choosing to be brave. Brave equips leaders for situational reading and real-time adjustment. Less courage, more capability.
Evidence the CHRO can see during the program, not just after it.
Evidence the CHRO can see during the program, not just after it.
Pre/post behavioral assessment data. Named application moments per leader. A CHRO-grade cohort report. The L&D leader has talkable progress every week. Not a single end-of-program reveal that lands too late to matter.
Brave delivers behavioral evidence throughout: pre/post data, named moments per leader, a CHRO-grade cohort report. Talkable progress every week — not a single end-of-program reveal that lands too late to matter.
THE METHODOLOGY
BRAVE DIRECT equips Director to SVPs with four proprietary frameworks. Each addresses a specific problem in senior leader communication.
One system with four frameworks.
BRAVE DIRECT equips Director to SVPs with four proprietary frameworks. Each addresses a specific problem in senior leader communication.
One system with four frameworks.
The 4Ds of Conviction™
Conviction-based communication. Replaces rambling, hedging, and over-explaining with clear, owned, decisive positions.
The BRAVE DIRECT Script™
Resolution discipline. Moves hard conversations from talk to decision, accountability, and resolution.
The CLEAR Dials™
Stakeholder calibration. Calibrates delivery to reduce avoidable resistance and preserve connection without diluting the point.
The CALM Recovery™
Stakeholder calibration. Calibrates delivery to reduce avoidable resistance and preserve connection without diluting the point.
Each framework is taught, practiced under simulated pressure, and applied to live work. Leaders use them on real conversations during the program, with behavioral evidence captured throughout.
OUTCOMES
Two outcomes: yours, and your organization's.
Two outcomes: yours, and your organization's.
Behavioral evidence that change happened.
Pre/post behavioral assessment data on every leader in the cohort. Not satisfaction scores. Not completion certificates.
The cohort report your CHRO will actually read.
A synthesis document showing what changed across the cohort, the specific conversations leaders had during the program that wouldn't have happened without it, and the patterns that emerged. Built in the language your CHRO works in.
Talkable progress every week.
A weekly sponsor brief during the program: what leaders applied that week, what conversations happened that wouldn't have, what's landing. Build CHRO credibility week-over-week, not in a single end-of-program reveal.
Most programs report participation.
Stronger programs report sentiment.
BRAVE DIRECT reports behavior.
Most programs report participation.
Stronger programs report sentiment.
BRAVE DIRECT reports behavior.
Brave Culture Institute
The cost of what isn't said.
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