What do you mean by the 1-up leader approach?
Our 1-up leader approach recognises that a participant’s leader plays a critical role in whether learning is applied and sustained in the flow of work. It also recognises that while 1-up leaders want to play this role well, they have a lot of competing demands – so are more likely to do so if it is made easy for them.
In practice this means equipping leaders with simple tools and short coaching touchpoints so they can reinforce learning through regular conversations and real work situations.
Why involve the 1-up leader?
Learning only creates value when it translates into changed behaviour over time. Our programmes are therefore designed not just to build knowledge, but to support people to do something differently in their role long after the programme ends.
The 1-up leader helps create the conditions for this by encouraging application of new skills, providing reinforcement and accountability, and creating space for reflection and growth in day-to-day work.
What does the 1-up leader actually do?
The involvement of the 1-up leader is intentionally simple and practical. It typically includes short (15 minute) coaching conversations, use of targeted tools to guide discussion, and support for the participant to apply learning in real work contexts.
This allows the leader to coach effectively without needing to learn programme content themselves.
How much time does this require from leaders?
The approach is designed with busy leaders in mind. Engagement is short, focused, and integrated into existing one-on-one conversations wherever possible. Typically, it requires a total of 2 x 15 minutes from 1-up leaders.
Clear prompts and tools help leaders contribute meaningfully without adding a significant extra time commitment.
What impact does the 1-up approach have?
Engaging the 1-up leader helps ensure that learning is applied consistently in the workplace, new habits and practices are sustained over time, and participants feel supported and accountable for change.
It also supports a wider cultural shift as leaders bring the ideas their team members have learnt into their own practice and their coaching of the wider team.
How does this fit with Updraft’s overall approach?
The 1-up leader model is a core part of how we design for impact. Alongside coaching, practical tools, and ongoing support, it helps bridge the gap between learning and doing.
It reflects our belief that leadership is developed through action, not just insight; that relationships are central to growth and performance; and that sustainable change requires support beyond the programme itself.