Debugging these issues?
Build leaders like you build software: iteratively.
Your leadership pipeline is broken
You're scaling fast, but your senior engineers aren't stepping up. They're brilliant at code but struggle with people, strategy, and stakeholder management. You're still the bottleneck for every decision.
External hires are a 50/50 gamble
- They don't know your codebase, culture, or customers. They make decisions without context, alienate the existing team, and take 6+ months to become effective (if they last that long).
- Your internal promotion attempts keep failing. Engineers get thrown into leadership without support, burn out, and either quit or beg to go back to IC roles.
- Traditional leadership training is a waste - generic MBA content that doesn't resonate with engineers. They roll their eyes at 'synergy' and 'soft skills' fluff.
The cost of leadership gaps is multiplying
Projects ship late because no one drives alignment. Teams work in silos. Technical debt piles up. Your best engineers leave because there's no growth path. Meanwhile, you're drowning in 'quick syncs' and escalations.
You need scalable leadership development
Mentoring everyone yourself isn't sustainable. You need a systematic way to level up multiple engineers simultaneously - something that works at scale, like your CI/CD pipeline, not artisanal 1:1 coaching.
This is where
Debugging Leadership comes in
No more Googling. Just one place for all the core leadership skills your engineers need.
Deploy leadership at scale
Give your entire senior team access to the same leadership development pipeline. Everyone progresses through the same sprints, creating a shared language and approach across your engineering org.
Built in their language, not HR speak
No fluff, no MBA jargon. Every concept explained through engineering metaphors. Your engineers will actually engage because it speaks their language - from 'Communication APIs' to 'Team Architecture Patterns'.
Self-service leadership development
Stop being everyone's mentor. Engineers pull from the learning backlog at their own pace, track progress on their personal boards, and level up without constant hand-holding from you.
Predictable leadership pipeline
Know exactly who's ready for promotion. See who's completed which sprints, track their progress in real-time, and make data-driven decisions about your leadership bench.
ROI you can actually measure
Track adoption rates, completion metrics, and skill progression across your org. Show the board real data on leadership development, not just vibes and hopes.
Zero-disruption implementation
No offsite bootcamps or schedule disruptions. Engineers learn during their regular workflow - 2-3 hours per week, async, fitting around sprints and deadlines.
TESTIMONIALS
What others say
Justin Gould
Head of Technology
"I was so impressed with the impact the program made that we expanded it to a different audience in the following year. The customisation Andrew made to the content really made it stick with our team."
Barry Scott
Engineering Manager - Mobile apps
"The mindsets and models around Difficult Conversations, such as poor performance, have helped me be more confident and successful in handling them. I find myself referring back to the discussions we have that provided clarity and useful perspectives."
OUTCOMES
What success looks like:
Before: Every decision escalates to you. Your calendar is packed with 'quick syncs'. Projects stall waiting for your input. You're the single point of failure.
After: Your senior engineers own outcomes, not just tasks. They handle stakeholder meetings, make architecture decisions, and resolve conflicts without escalating. You focus on strategy, not daily fires.
Before: Internal promotions are hit-or-miss. Engineers struggle in leadership roles, some quit, others ask to go back to IC. You waste months on failed experiments.
After: Clear progression path from senior to lead to manager. Engineers level up predictably through the sprints. You know who's ready for promotion based on completed modules, not gut feeling.
Before: Teams optimize locally, creating integration nightmares. No shared language for leadership. Different managers, different styles, different results.
After: Common leadership framework across all teams. Engineers use the same terminology, same approaches, same tools. Consistency in how teams are run, decisions are made, and problems are solved.
Before: Senior engineers leave for better growth opportunities. You can't compete with FAANG career ladders. Recruiting is painful because you lack leadership depth.
After: Engineers stay because they see a clear growth path. Your leadership development program becomes a recruiting advantage. 'We invest in turning engineers into leaders' actually means something.
Before: You spend 30% of your time mentoring individuals. It doesn't scale. Some get attention, others don't. Knowledge isn't systematized or reusable.
After: Self-service leadership development that scales infinitely. Engineers learn async at their own pace. Your mentoring time focuses on high-leverage strategic conversations, not basics.
Before: No visibility into who's developing what skills. Leadership readiness is a guess. You promote based on technical skills and hope the leadership follows.
After: Dashboard showing exactly where each engineer is in their leadership journey. Data on completion rates, skill development, engagement. Promotion decisions backed by evidence, not assumptions.
MEET YOUR INSTRUCTOR
Built by Engineers, for Engineers
Andrew Murphy
Engineering Leader & Educator
Andrew has spent 15+ years debugging both code and teams. From startup CTO to engineering coach, he's translated engineering thinking into leadership success for hundreds of technical leaders. He believes that the best leaders approach people problems with the same rigor they apply to technical challenges.
Credentials
- ✓Former CTO at multiple startups
- ✓Engineering leadership coach
- ✓Creator of Tech Leaders Launchpad
Experience
- →Led engineering teams from 10 to 100+
- →Shipped products at scale-ups and enterprises
- →Mentored 1000+ engineers into leadership roles
Why Engineers Choose Debugging Leadership
Compare our engineering-first approach to traditional leadership training
Traditional Training
Learning Method
Passive lectures and theory
Progress Tracking
Vague 'soft skills' improvement
Content Delivery
One-size-fits-all curriculum
Feedback Loop
Annual performance reviews
Relatable Examples
Hypothetical case studies
Community
Generic business professionals
Time Commitment
Rigid bootcamp schedules
ROI Measurement
Hope it works
Debugging Leadership
Learning Method
Kanban-based active learning
Progress Tracking
Measurable metrics and dashboards
Content Delivery
Pull-based, self-paced sprints
Feedback Loop
Continuous integration of feedback
Relatable Examples
Real scenarios from tech companies
Community
Engineers learning together
Time Commitment
Fits into your sprint rhythm
ROI Measurement
Track your leadership velocity
FAQs
Ready to Debug Your Leadership?
Join engineers who are systematically building their leadership skills using the tools they already know and trust.
Track Progress
Visual boards & metrics
Iterate & Improve
Sprint-based learning
Ship Leadership
Deploy real improvements