We’ve all heard the phrase, practice makes perfect. But here’s the problem: what if the way you’re practicing doesn’t actually lead to the outcomes you care about?  Practice doesn’t make perfect, it makes permanent with the habits we build over time.  And too often, managers are perfecting the wrong habits.

Take Jordan, a newly promoted manager at a fast growing healthcare firm. He spends late nights catching up on emails, dreads difficult conversations, and feels constantly behind.  He can’t remember the last time he had a meaningful feedback conversation with a direct report, or simply celebrated a win after a successful project. He’s burning out, and his team senses it.  In some ways, Jordan is only following what he sees other managers around him doing.  The expectation is that there will always be more work than time, and everyone’s go to response when asked how they’re doing is: busy.  

Jordan is practicing management habits already, they’re just not the ones that will lead to positive outcomes.  He’s building habits around overwork, conflict avoidance, and hurry.  Left unchecked, these habits don’t just burn him out, they erode trust, weaken culture, and push his best people out the door.  And here’s the thing: none of this is what Jordan wants.  He doesn’t aspire to be the too busy to manage manager.  But without a new playbook, he’ll keep practicing what he sees around him and perfecting patterns that drive turnover.

Now imagine a different path. Jordan starts practicing habits that align with the outcomes he actually wants:

• Clarity to prioritize what matters most.
• Confidence to give feedback and coach in real time.
• Capacity to build a culture that people want to stay and grow in.

That’s exactly why we built the 21 Day Challenge for Managers.

While there’s nothing particularly magical about 21 days (despite the long held myth that it takes 21 days to build a new habit), the goal here is habit formation and momentum.   When managers across industries commit to building specific, proven habits together, something shifts.  Energy goes up.  Teams re-engage. Culture strengthens. And HR leaders finally see ROI, not just in dashboards, but in people staying, thriving, and performing.

For managers, it’s a chance to step off the hamster wheel of busyness and practice a saner, stronger way to lead.

For HR and L&D leaders, it’s a scalable, low-lift investment with high impact: in just three weeks, you can test drive what happens when managers have the tools and support they need to actually manage.

Seats are now open for the November launch of the 21 Day Challenge.
Give your managers and your organization the habits that create retention, performance, and culture worth staying for.