Lead Ignited
Ignite your passion.
Ignite your team.
Ignite your workplace.
Are you looking for a deep-dive leadership program that helps high potential mid-level and senior leaders:
Get others excited about their vision and goals
Build a collaborative team
Communicate effectively at every level of your organization
Become stronger critical and strategic thinkers
Build influence, even where they don't have direct authority
Get problem solving techniques to drive decision-making and accountability
Establish executive presence
Spend their time in a way that capitalizes on their strengths and ignites their days!
Your leaders will ignite their passion to get results. They'll also benefit from the self-awareness gained through assessments and 360 degree feedback, stronger relationships with their classmates, and and learning that lasts.
Inventory Your Talents
We use a variety of self-assessments and 360 degree feedback to help leaders identify their strengths, as well as what they can do better, differently or more often. Leaders develop a clear picture of their talents and create a plan to achieve their professional and personal goals.
Achieve Your Goals
During eight, two-hour virtual workshops and two one-on-one coaching sessions, leaders get tools, tips, and techniques to capitalize on their strengths. We'll discuss ways to overcome the challenges faced at work and develop ideas for accomplishing their individual goals.
Get Ignited
Leaders learn with their peers to break down silos and succeed together. We'll make sure leaders stay focused to achieve their goals and that their new skills and behaviors are sustainable. Most importantly, ignited leaders gain the confidence and energy to be the best leaders they can be.
Over 75% of our graduates have gone on to higher levels of leadership.
We are proud to have graduates from
dozens of amazing organizations including:
Hi. I'm Amy Pearl.
Hi. I'm Amy Pearl and I've dedicated my life to helping leaders like you overcome tough challenges at work, ignite their passion and achieve their goals. I'd love to help you, too!
I created everything in Lead Ignited over 3 decades, first, as a corporate gal working for a big bank and then, by coaching hundreds of professionals, from CEO's of multi-billion dollar companies to high potentials just starting out. I've gained a reputation as a no-nonsense yet fun-loving coach who asks thought-provoking questions and delivers actionable ideas.
I invite you to join Lead Ignited. Every tip you'll learn has been tested by my clients. So, I know they'll work for you, too!
Here are All the Details
Through Lead Ignited, leaders meet for two hours, virtually, every two-weeks to focus on today's most important leadership topics. Prior to each session, they'll spend about 30 minutes preparing for the session using our online learning platform and a downloadable Power Pages workbook. After each live session, they'll have an implementation week to try new things
and to get some quick wins.
Kickoff
Meeting
We'll begin by meeting with you and your supervisor. We'll discuss the program details and establish your objectives. This way, we can customize the program to achieve your goals.
Session 1:
Getting Started
Manage your priorities, not your time. We'll help you discover how to create a Collaborative Workplace and refine your priorities to focus on the workplace you desire for your team and yourself.
Session 2:
Your Mindset Matters
Ignited leadership takes the right thinking. We'll use the Agile EQ Profile to explore your natural mindsets and build your stretch mindsets so you can feel confident and prepared heading into any situation.
Session 3: Listening &
Communication
Ignited leaders are intentional when communicating with others. You'll use Everything DiSC and our Ignited Listening Profile to get personalized tips to communicate with your direct reports, peers, boss, and other colleagues to bolster your credibility, build relationships, and manage tense situations.
One-on-One Coaching
360 Degree Feedback
Inventory your strengths and identify improvement opportunities to be the best you can be. You'll get anonymous feedback from your direct reports, peers, supervisor, and others in an objective way. Then, we'll review your results in a one-on-one meeting to develop personalized strategies for your success.
Session 4: Your
Strategic Playbook
Become crystal clear about your strategy for your department and your work. You'll write Your Playbook based on research and input from others. Then, you'll create a system of accountability for yourself and your team to maximize your contribution and stay focused on the big picture.
Session 5:
Managing Performance
Create a culture of accountability and opportunity for your teams with the tools and techniques to set expectations, celebrate successes, and help team members who fall off track. Then, take the next step to coach your teams to find their own success through delegation and development.
Session 6:
Managing Teams
Whether you're working in the office, 100% remotely, or in a hybrid-environment, a collaborative team requires five behaviors: trust, healthy conflict, commitment, peer-to-peer accountability, and a spirit of shared results. You'll get a Teams Toolkit to make this happen.
Session 7:
Managing Change
Discover eight powerful influencing strategies, how to use them and when to apply them. Then, you'll learn an 8-step process for driving sustainable change and creating a spirit of continuous improvement.
Session 8: Graduation
Celebration
We'll celebrate your accomplishments with an all-out graduation celebration. You'll learn the habits of people who get recognized at work. Then, you'll create your long-term success path to create the career and life you desire!
One-on-One
Coaching
We'll reflect on all you've learned and the daily habits you've put in place to be a strong leader. Then, based on your career and personal goals, we'll ensure you have a plan to sustain the changes you've put in place and the tools and frameworks to achieve your goals.
Here are the answers to some questions you might have...
How many leaders can participate at one time?
The diversity of the group is one of the most interesting parts. Leaders get the chance to build relationships with people they don't ordinarily work with. That being said, we want the group to be small enough so that each person gets the individualized attention they deserve. Plus, a small group puts some pressure on each participant to engage fully and be accountable for the transformation they desire. The ideal group size is 8-12 leaders.
Who is the ideal participant for Lead Ignited?
The ideal participant is a high potential mid-level or senior leader who needs to refine their leadership habits or prepare for the next level in their career. New and emerging leaders would likely benefit from our Launch Into Leadership program.
How do I know Lead Ignited will address each leader's issues?
Our goal is to achieve your goals. So, we begin by meeting with the leader and their supervisor to understand their objectives. Then, on the first day, we’ll work with the group to develop an agenda that addresses everyone’s top priorities. We’ll use one-on-one coaching sessions to address your unique needs and to make sure each leader is applying new skills.
How are the classes structured?
Every other week, usually from 8:30 - 10:30 Eastern Time, we hold a virtual session for a total of four months. In advance of each session, leaders complete about 30 minutes of prework. Throughout our time together, they’ll participate in various assessments, case studies, problem solving challenges, creative thinking, book reviews, and a lot of group discussion to share ideas and feedback. Even though they’ll be busy, our approach is very informal and engaging. It’s a great way to help leaders invest in themselves and re-energize for the future!
What is the cost?
At Work Ignited, we recognize that the fee for our services is your investment in anticipation of higher levels of performance and ultimately, greater financial return. So we strive to offer our high quality service at a fair value. The fee for participation is typically $2,000 per leader with a minimum of eight participants.
What if I miss a session?
Most likely, you won't want to. Previous participants have told us that this is the best part of their week. But, we understand that you might have to miss a session, especially if you're on vacation. All sessions are recorded and housed on our private course site. You can watch (or re-watch) them any time.
Do you ever offer this as a public program?
Sometimes we do. If you have just a few leaders who might be interested, let us know. We keep a waiting list and schedule a public program once we have eight participants.
Let us design a program that will ignite your leaders!
The best time to ignite your leadership skills is today.
I know you're leaders are busy and perhaps feeling overwhelmed or worried about taking something like this on. There's no doubt the world is quickly changing - hybrid workforces, artificial intelligence, and today's economy are creating a lot of uncertainty and challenges. I hear you, friend, and I'm here for you.
I truly believe that there's never been a better (or more important) time to double down on building leadership skills. Today's workforce is looking for a sense of purpose, social connections, and to feel valued for the difference they make. That takes a new set of skills that leaders might not have needed in the past. Not only will Lead Ignited give leaders those skills, it will give them the discipline to put them in place as small, daily habits. So, they are easy!
I don't want you to look back in 6 or even 12 months with those same problems sitting on your desk, wondering what could have been if you only took action.
I want your leaders to feel proud of what they accomplish and confident in what thet can achieve. Plus, I want them to have a whole bunch of new friends that share their passion for leadership and will cheer them on!
Let's chat to get Lead Ignited scheduled for your organization.
Amy
Let's do this!
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3 is the Magic Number Behind Every Great Hire
Quick Answer:
Three is a magic number in many places and definitely in hiring. Years ago, leadership author David Cottrell popularized what he called the Rule of Three: interview at least three qualified candidates for every position, interview each of them three times, and involve three different people in evaluating them. I also believe in another rule of three that a hiring decision should be based on at least three factors like an interview, an assessment, and references. Put the two together and you get an incredibly powerful candidate screening system. Three people. Three looks. Three pieces of evidence that the candidate is the right fit.
What Makes Three Special
The number three creates psychological safety because it represents the smallest possible pattern that provides predictability, balance, and completeness to the human brain. One is simply an isolated event, two is a contrast or a simple choice, but three creates a sequence that allows our brain to predict what comes next and reduces anxiety. Here are some examples of three's in our lives:
Passing along stories like the Three Little Pigs and sacred beliefs like the Three Wise Men
Creating a floral arrangement or a table scape in three's to achieve a sense of calm
Building habits like eating three meals each day and replacing your toothbrush every three months
Creating stability with a tripod
Even businesses use the number three (e.g., bronze/silver/gold packages) and three-word slogans like "Just Do It" to guide your brain toward making a fast, comfortable purchase.
So, it makes perfect sense that we use the psychological assurance and predictive power of three in the hiring process.
Who First Thought to Apply the Rule to Hiring
In his book Monday Morning Leadership, David Cottrell lays out what he calls the Rule of Three: interview at least three qualified candidates for every open position, interview each of those candidates three separate times, and have three different people involved in evaluating them. Cottrell’s reasoning is straightforward. A single interview, with a single person, lets almost anyone hold it together for an hour. Multiple looks, in multiple settings, with multiple sets of eyes, make it far harder for a mismatch to stay hidden.
The Modern Problem: Finding Three Qualified Candidates Isn’t As Easy As It Used To Be
Here’s where I want to be honest with you about something Cottrell couldn’t have fully anticipated. Getting to three genuinely qualified finalists is a lot harder than it sounds right now. National University’s 2026 hiring research found that 69% of employers are struggling to find qualified candidates for open positions, even as application volume per job posting has roughly doubled since 2022. In essence, more applicants not more quality, which means more noise for you to wade through before you even interview one solid candidate, let alone three. Separately, Robert Half’s 2026 hiring data found 58% of business leaders say an increase in AI-generated applications makes finding skilled professionals like finding a needle in a haystack.
None of this means the Rule of Three is outdated, we just need to find ways to make it easier.
Three Interviews, Three Formats, Three People, Without Wasting Time
Here's the cleanest way I’ve seen this work in practice:
Step one is a phone screen, quick and focused on the basics: are they qualified, available, and roughly in the right range on compensation and logistics. I've helped some of my clients implement an AI agent built around real job-specific competencies to make this first step more efficient.
Step two is a video interview, going deeper on experience and getting a first real read on how someone communicates and thinks on their feet.
Step three is the final, in-person interview, ideally with the candidate’s actual future supervisor. To ensure the supervisor is prepared, they use the candidate's PXT Select results and recommended interview questions. The supervisor might also give them a tour to see how the candidate interacts in a more informal setting or include other members of the team in the interview to get different perspectives. This really sharpens the execution of this step.
That structure alone gets you three formats and at least three people in the most efficient way possible.
Three Decision Factors
It's so tempting to let just one element of your process sway a hiring decision. Strong prior experience might outweigh a lackluster interview. A poor fit score in an assessment is easy to ignore when the person was so nice in the interview. (Check out the story in my post called: 5 Reasons for Using Cognitive Assessments When Screening Job Candidates.) Relying on just one factor can lead you to make a rash and wrong hiring decision.
Harness the power of three's by ensuring the candidate shines in at least three areas to boost your success rate. For example, (1) the candidate has great accomplishments listed on their resume, (2) they communicated effectively in the interview, and (3) their assessment fit score was high. Or, the candidate might be light on experience, but (1) their assessment results show real potential, (2) they came highly recommended by an existing employee, and (3) they interviewed well.
If they don't meet your expectations in three ways, it's time to move on to the next candidate. Three positive decision factors helps to ensure you're making the right choice.
Quick Answers to What People Actually Ask Me
What if I genuinely can’t find three qualified candidates for a role? It happens more than it used to and it might point to a job description that’s too narrow, a sourcing channel that’s underperforming, or a compensation range that’s out of step with the market, rather than a reason to abandon the process entirely. If you do have fewer than three qualified candidates, be sure that the one you hire absolutely knocks it out of the park on the three decision making factors (e.g., strong interview, strong assessment results, strong references).
Is using AI for a phone screen a bad idea? Not inherently, and it can save real time. The risk isn’t the AI itself, it’s an AI agent that's trained on generic questions instead of the specific competencies that actually matter for the role. Make it work for you and your organization!
Does the assessment count as one of the “three people” in the Rule of Three? No, and that’s an important distinction. The assessment informs all three human evaluators, it isn’t a stand-in for one of them. The people doing the evaluating still need to be people.
Doesn’t all of this add a lot of time to hiring? Structured properly, three focused conversations across three people, each sharpened by just-in-time assessment data, usually move faster than an unstructured process with vague, overlapping interviews and no one quite sure what the last person already covered. I just had a client share that she filled 200 positions over two weekends with drive-through interviewing. Anything is possible with the right process in place!
Want the Bigger Picture on Where Hiring is Headed?
Download “Building a Future-Ready Workforce,” a Wiley report on the trends shaping how organizations attract and keep the right people.
Stay Ignited!
