Circles for Management Teams

Reboot Circles for Management Teams are facilitated peer learning groups that accelerate growth for leaders and managers. Applying the tools of reflective practice these groups enable rapid learning, teach fundamental coaching skills, and help build internal resiliency among teams so that your company can scale more efficiently.

“Any leader in an organization, you’re just like any other human being, and so to have that safe space where there is a trusting environment, you can be open with your issues in a non-judgemental way, where you have the support of other people working through it, that’s a rare thing, …and there’s real power in having that, with the coaching framework, with the peers, it’s been for me a really powerful combination.” – Matt Hoffman, VP People, Digital Ocean


What are Reboot Circles for Management Teams?

Reboot Circles for Management Teams are facilitated peer learning groups that accelerate growth for leaders and managers. Led by a Reboot coach, up to eight leaders from within your company come together to support each other’s professional development. Applying the tools of reflective practice to real-time challenges, Circles for Management Teams enable rapid learning, teach fundamental coaching skills, and help build internal resiliency among teams so that your company can scale more efficiently.

What are the benefits?

  • Managers who coach are more effective leaders: The effectiveness of a manager is measured by the output of the team they lead. With directive leadership that output is limited to the thinking of the manager. When a manager learns fundamental coaching skills they unlock the thinking of their entire team, resulting in a higher performing and more scalable team. Circles help build a coaching muscle in your culture and give folks the ability to find the answers they need.
  • Leaders feel more in control and less stressed: Our struggles always seem bigger and more overwhelming when we’re isolated from others who can help. In growth organizations, it can be difficult for leaders to slow down long enough to ask for help from their peers. Leaders feel better and more in control with a go-to peer group they can trust to help problem-solve and collaborate when the going gets tough.
  • Leaders lead better with a growth mindset: Leading effectively in a growing organization requires the ability to adapt to anything. Resilience comes as we apply a learning mindset to the highs and lows of experience. Learning together with a group maximizes growth by tapping into the diverse experiences and perspectives of other leaders. As we update and revise our mental models, leaders gain more influence and impact.
  • Companies thrive when cross-functional communication is strong: Communication often breaks down at functional and departmental boundary lines. When leaders participate in the right kind of reflective practice with peers from other parts of the organization, it broadens their perspectives and builds relational trust. Cross-functional leaders build the rapport and communication skills through their peer group that they need when a business issue arises. It allows them to move through conflict and rapid change more mindfully/efficiently.
  • Accelerated learning through skilled outside perspective: Reboot’s coach/facilitators come with deep experience supporting individual leaders and managers (as well as teams) in learning and development initiatives. Having a skilled, compassionate outside perspective can help surface potential blind spots and resolve impasses among team members.

“We cannot solve our problems with the same thinking we used when we created them.” – Albert Einstein

Interested in running a peer group in your own organization? Check out our definitive guide for building safe spaces for peer support groups.

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Reboot Circles for Management Teams create a container of safety, inquiry, and accountability from which important insights, innovations, and solutions can emerge. Group sessions involve a mix of coaching exercises, guided journaling, facilitated group exploration, and time to process pressing issues and concerns. The facilitator holds the space, and prompts the dialogue, and models the behaviors of effective coaching. Groups sessions are designed to support leaders’ growth and development through action-based learning using real-life challenges. When appropriate and needed, group discussions may be seeded and augmented with leadership/management content (curated by Reboot and/or in collaboration with your HR/People Ops leaders).

We use the following reflective practice approach to encourage team learning:

  • Share What’s Top of Mind: Bring the issues/ challenges/ rough spots that you are coming up against to the group. These challenges can be in reference to any leadership/management content being introduced (through short readings, videos, etc.) and/or situations at work.
  • Suspend Assumptions: Ask open/honest questions, suspending quick-fix impulses, inquiring from a place of curiosity about the assumptions of individuals and the group.
  • Step Forward: Knowing what you know now, how would you like to move forward? Includes next steps, solutions, and new ways of thinking that may present options or procedures that need to be tested. For co-located teams, groups typically meet in-person with the Reboot facilitator coming on site. For distributed teams, we use the Zoom video conferencing platform.


Traditional Training Circles for Management Teams
Reboot’s Transformation Training Approach
Initial learning happens in the “classroom” and is expected to be applied by participants later. Learning happens in continuous cycle of experience and reflection.
Introduces management/leadership theory, then provides opportunities for controlled practice. Reflectively examines participants’ lived, on-the-job experience in light of management/leadership theory.
Focuses on mastery of a standardized curriculum and meeting a set of learning objectives. Focuses on building capacity for ongoing, adaptive, collaborative learning.
Instructor serves as subject matter expert and source of knowledge transfer. Instructor may be a subject matter expert but functions primarily as a facilitator or process expert, whose job is to empower participants to become self-directed learners.


We’d love to set up some time to talk about how Circles for Management Teams might work for your organization.

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