The fastest way to move a team’s wellbeing is to move its manager. October’s L&D module gives leaders 360s and pathways, lets your organisation publish its own coaching courses, run workshops and manage learning, and use AI to turn a policy or a strategy into a presentation, a course or a communication in minutes.
Every wellbeing signal in October points somewhere, and it usually points at a team. Giving that team’s leader a pathway is the intervention that shows up in next quarter’s pulse.
Who it’s for
Leadership & learning is for the people who turn October’s insight into change: People teams, L&D leads and the leaders themselves.
One function’s weekly pulse has slipped for a quarter.
“We can see where the pressure is. We don’t know how to help the manager.”
A Leadership 360, debriefed by October Advisory’s psychologists, shows the gap. The pathway it generates puts coaching content in the leader’s working week.
Management principles written down, rarely read.
“Our way of managing lives in a 40-page PDF nobody opens.”
Turn it into a custom coaching course that Ash delivers day by day, in your words. Feature it in your company hub and track completion.
New hybrid or on-call rules, effective next month.
“Every manager needs to explain this the same way, by Monday.”
Paste the policy and October drafts the manager briefing and a micro-course. Edit, approve and publish to the Employee CommsHub.
Nominations in inboxes, attendance on paper.
“I can’t tell you who has done the mandatory training.”
Schedule workshops with October’s experts or your own, manage nominations and attendance, and keep learning records with certificates and CPD where relevant.
Why it’s different
TodayA two-day leadership offsite, then nothing.
With OctoberA pathway from the leader’s own 360 results, with coaching content in the working week and a reassessment to show the shift.
TodayOff-the-shelf courses in someone else’s voice.
With OctoberYour principles as a coaching course, delivered by Ash in your words and visible only to your people.
TodayPolicies sent as attachments and left unread.
With OctoberBriefings and explainers in the Employee CommsHub, inside the app people already open.
TodaySuccess measured by a feedback form on the day.
With OctoberProgrammes reviewed against the team’s next pulse, in aggregate, with your customer success manager.
Inside Leadership & learning
Beyond the 360 and pathway: the content your organisation creates, how people receive it and how you know it worked.
Custom coaching courses
Build a course from the way your organisation actually manages: how you run one-to-ones, how you onboard, how you handle rosters. Each day is a short step. Only your people can see it, and you can feature it at the top of your company hub.
In the employee’s app
Employees meet your course inside the coaching experience they already use. Ash delivers each day, asks how it went and gives feedback, so the principle turns into something they try that week.
Morning, Kagiso. Today is about workload. Before your one-to-one with Precious, open this week’s roster. Who has covered the most night shifts?
Precious, again. Three weeks running.
Then start there. Ask how it’s landing before you ask about anything else. Tell me tomorrow how it went.
Raise workload in the first five minutes, using the roster.
AI content and CommsHub
Paste a strategy, policy or survey result and October drafts the presentation, the manager briefing or a micro-course. Your team edits and approves every piece, then publishes it to the Employee CommsHub, organised into categories your people can browse.
Measure against the pulse
Leadership programmes are reviewed against the team’s next pulse rather than a feedback form. Your customer success manager helps you read what moved, what did not and where the next pathway should focus.
Workload and manager support moved. Clarity of priorities did not, so the next pathway focuses there.
One team, one quarter
An illustrative quarter at a 1,200-person food producer, where the Operations pulse has been slipping.
Flags Operations: the pulse has dipped three months running, with workload and on-call as recurring themes. October drafts an action plan; the customer success manager reviews it with the People lead.
Completes a Leadership 360 with team, peers and manager. An October Advisory psychologist debriefs the results, and a pathway on workload fairness is generated.
Turns the company’s rostering principles into a five-day custom course for Operations managers and features it in the hub.
Pastes the new on-call policy. October drafts a manager briefing and a micro-course; both are approved and published to the CommsHub.
Fourteen are nominated to a “Leading through change” workshop with an October facilitator. Attendance is recorded in the LMS.
Compare the team’s pulse with the starting point, in aggregate, and choose the next focus.
Move the manager. Then check the team felt it.
How it works
Start from what the insights platform shows, or from a programme you already need to run. Your customer success manager helps shape it.
Run Leadership 360s, author custom courses, and use AI to turn policies and strategy into briefings and micro-courses.
Feature courses in your hub, publish to the CommsHub, run workshops, then review against the next pulse.
Privacy
Results are shared only with the leader and their programme owner. Raters’ feedback is anonymised to the leader.
The organisation sees course completion and programme reach, never what anyone said to their coach.
Pulse results are shown for groups above a minimum size and never as an individual’s answers.
AI drafts briefings and courses. Your team edits and approves them before they reach employees.
Works with
Custom courses use the same coaching engine, with Ash, that every employee already has.
ExploreFeatured courses and CommsHub content land in your organisation’s hub.
ExploreThe signal that points at a team, and where leadership programmes are measured.
ExploreThe weekly pulse and quarterly ThriveMeter that show whether a programme moved anything.
ExploreHuman executive, cohort and team coaching from October Advisory, when a leader needs more than content.
ExploreWhen the insights platform points at a team, the fastest intervention is usually its leader. A Leadership 360 shows the gap, a pathway closes it with coaching in the flow of work, and the next pulse proves whether it moved.
A two-day offsite, a slide deck and no follow-up. October puts the learning where the leader works, with a coach checking in, and measures it against the team’s next pulse rather than a feedback form.
Author coaching courses in your own words for Ash to deliver, run workshops with October’s experts or your own, and let AI turn a policy or strategy into a presentation, a briefing or a micro-course in minutes.
These features use wellbeing data across groups to help leaders plan support in the employee app, without identifying individuals.
Multi-rater 360 assessments for leaders, with a development pathway generated from the results and reinforced through coaching content. Reassess to prove the shift.
Here is exactly what stays with the person inside Leadership & learning, and what the organisation gets back: de-identified, above a minimum group size, and never a name.
How October keeps the promiseLeadership & learning stands on its own. Connect it with the modules below and the person gets more support, the organisation a clearer view of wellbeing trends, and neither one gives up any privacy.
October Advisory’s psychologists design and debrief the 360 with each leader, and the pathway is delivered inside the app.
Yes. The LMS manages workshops run by October experts or by your own people.
Learning & development is an optional module on Base. Custom courses and the CommsHub come with it.
Tell us what your team needs. We’ll walk you through the relevant features, support options and how to get started.