Leadership Edge Live

Half your crew is leaving. Only some of them are retiring.

Retirement, a competitor's operation, a better property. The knowledge leaves the same way regardless, and the network it ran on leaves with it.

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ONLINE, 30-MINUTES SESSIONS. WORKS FOR ALL SHIFTS AND SITES.

At the site

What the great crew change looks like

01

Supervisors lead the way they were led

Command and control worked when nobody had options. Not anymore.

02

Nobody stops the job

A crew sees something wrong and works around it.

03

The knowledge leaves before anyone writes it down

Thirty years of judgment about this ground, these crews, and these customers. It was never in a document, and it isn't transferring to anyone.

04

You lose what they knew, and who they knew

Mining runs on internal networks. When a long-tenured person walks, the relationships that actually moved work through this operation walk with them.

05

Different crews; different results

Inconsistent results from the different crews even though they face the same challenges.

What that costs a site

  • Safety incidents someone saw coming
  • Safety and production challenges while a new supervisor learns
  • Experienced operators leave due to leadership struggles
  • No bench when shift bosses retire
Heavy equipment and haul trucks working an open-pit mine

50%+

of the current U.S. mining workforce will be retired and replaced by 2029.

SME, via CEWD, 2025

How it works

Built for different shifts and remote sites

  1. 1

    Find the gaps

    A short assessment shows who needs what.

  2. 2

    30-minutes a week

    No full day leadership training sessions.

  3. 3

    Practice on real challenges

    Practice the needed skills with the crew in the field.

  4. 4

    Build the bench early

    Develop the operators who could take a crew.

Watch

See this problem in action

Learning path

Where to start

Six ways in. Pick the one that matches who you're developing.

New leaders

Leading a Mine Crew

Shift supervisors newly promoted to lead crews at sites

Most crew leaders get promoted off the tools with no training, so this path covers the basics before a long roster tests them.

  1. 1New Leader Boot Camp4 Weeks
  2. 2Leadership Essentials with a Foundation of Emotional Intelligence4 Weeks
  3. 3Adapting Your Leadership Style3 Weeks
  4. 4Giving Feedback Through On-the-Spot Development Conversations3 Weeks
  5. 5Conquering Conflict3 Weeks
  6. 6Driving Results Through Goal Setting3 Weeks

6 courses

Experienced leaders

Running Multi-Site Operations

Superintendents and managers who lead other leaders across sites

Site managers juggle production targets, zero-harm standards, and crews they rarely see, so this path builds the strategic reach that scale demands.

  1. 1Today’s Leadership Challenges - The Experienced Leader Boot Camp3 Weeks
  2. 2Leading Leaders3 Weeks
  3. 3Leading Change4 Weeks
  4. 4Managing Organizational Conflict4 Weeks
  5. 5Financial Intelligence5 Weeks

5 courses

Communication and conflict

Hard Talks on Site

Supervisors handling friction between crews, contractors, and trades

Camp life puts crews together for weeks, so small frictions harden fast; this path gives you the words to sort them early.

  1. 1Improve Communication Through the 4P Personality Styles4 Weeks
  2. 2Emotional Triggers3 Weeks
  3. 3Assertiveness Skills3 Weeks
  4. 4Conquering Conflict3 Weeks
  5. 5Managing Organizational Conflict4 Weeks
  6. 6Negotiation for Mutual Success3 Weeks

6 courses

Developing people

Building Your Next Crew

Leaders building skills and bench strength at resource sites

Your most experienced operators are retiring, and the knowledge walks out with them, so this path helps you coach and grow replacements now.

  1. 1Collaborative Coaching Conversations4 Weeks
  2. 2The Mentoring Mindset3 Weeks
  3. 3Delegating for Development3 Weeks
  4. 4Building Employee Engagement3 Weeks
  5. 5Succession Planning Principles3 Weeks

5 courses

Built for your situation

Speaking Up on Safety

Site leaders responsible for zero-harm results and reporting culture

Zero-harm only works when people report near misses without fear, so this path builds the trust that makes crews speak up.

  1. 1Creating a Culture of Trust3 Weeks
  2. 2Psychological Safety3 Weeks
  3. 3Emotional and Cognitive Empathy3 Weeks
  4. 4Ethics in the Workplace3 Weeks
  5. 5Making Better Decisions Through Critical Thinking5 Weeks
  6. 6Weathering the Storm: Learning to Be Resilient4 Weeks

6 courses

Built for your situation

Leading From Fly-In Camps

Leaders managing fly-in crews across rotations and remote sites

Fly-in rosters mean you lead people you rarely see off shift, so this path covers connection, handovers, and teams that hold across rotations.

  1. 1Leading Remote Teams4 Weeks
  2. 2Building Authentic Relationships3 Weeks
  3. 3Strengthening Teams Through Communication5 Weeks
  4. 4Masterfully Managing Meetings3 Weeks
  5. 5Developing Dynamic Teams4 Weeks

5 courses

Start with one crew

Tell us what leadership needs to look like at your sites in the next five years.

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