For owner-led companies
Leadership development you can finally see.
Most programs ask you to take the growth on faith. Speed & Direction shows it — a real before→after shift in how your people think, measured across the group and never pinned on any one person.
Fifty years of Larry Mills’ work — teaching people to remove what obscures what’s already there.
What’s inside
The Positive Perspective Shift
Watch your people’s thinking shift.
At the start and again at the end, your people reflect through the same lens. The distance between those two readings is the growth — and you can see it. It’s the read-out your facilitator watches. The emblem below is a sample, not a real client’s result.
Speed & Direction
Cohort Reflective Shift
Demo Cohort — North
11 paired · Within-person change
Cohort Reflective Shift, demo data. Mean within-person effect size d-sub-z is plus 0.81. Growth Mindset 3.6 to 4.3; Self-Efficacy 3.4 to 4.0; Hope 3.7 to 4.2; Cognitive Reappraisal 3.1 to 3.6; Internal Locus of Control 3.5 to 3.8. Baseline April 2026, end September 2026, 11 paired participants.
Reading the shape
Each spoke is one construct. Distance from the center is the group’s average on a 1–5 self-report scale — center is 1, the outer ring is 5.
The dashed silver shape is where your people started; the solid oxblood shape is where they ended. The oxblood outline growing past the dashed one is the shift.
dz is the within-person effect size — average change against how much people varied. Bands: small ≥ 0.20 · medium ≥ 0.50 · large ≥ 0.80.
The five constructs
- Self-Efficacy
- Belief in your own ability to accomplish what you set out to do.
- Cognitive Reappraisal
- Shifting how you feel by changing how you frame a situation.
- Growth Mindset
- Believing ability grows with effort, rather than being fixed.
- Internal Locus of Control
- Sensing that outcomes follow from your own actions, not outside forces.
- Hope
- The drive toward goals, plus the ability to find paths to reach them.
Growth you can see for yourself.
Not a completion certificate. A credible signal that the work actually landed — proof you can see, not a feeling you hope is real.
- Aggregate onlyReported for the group. No one person’s results are ever shown — to you or anyone else.
- Before → afterTwo honest snapshots of the same group — the change is the story.
- Privacy-safe by designGroup-level reporting with a minimum-participation floor. No one is singled out.
And for each person, a mirror
The same growth, felt from the inside.
The organization sees the shift as a whole. Each person sees something quieter and entirely their own — the recurring themes in their own writing, and how their words change over time.
No scores. No streaks. No number going up. Just a person’s own language, reflected back — so they can recognize the movement they’re already making.
Recognition, not accumulation.
For you · about you · shown only to you
Your Mirror
A reflection of your own words, and the patterns beneath them. Not a score. Not a grade. Just you, looking.
These aren’t tags anyone assigned — they’re the things that keep showing up in what you wrote.
Earlier · Jun 25 · Conflict beneath the surface
“The whole thing is on them. They never listen, they just want to win. I’m done trying to explain myself.”
Recently · Aug 30 · Conflict beneath the surface
“I saw my own part today — not to beat myself up, just to see it clearly. I wanted to be right more than I wanted to understand.”
The same theme, some time apart. Nobody scored this. The movement is one they made, in their own words.
One woven practice
Not a course library. A presence amplifier.
The room and the quiet work between sessions reinforce each other, so growth doesn’t stop when the session ends.
Live, facilitated sessions
Your people do the work together, in real time, guided by fifty years of practice.
Tools you return to
Larry Mills’ own frameworks — learned once and kept, because they keep working. Not new ideas; enduring ones.
The work between the sessions
Self-paced lessons, private reflection, and peer stories — the practice that turns a session into a change.
It’s white-labeled to your company and kept fully separate — your people, your name, your room.
You already have what leadership asks of you.
Peace, capability, and worth are already present in every person. The work isn’t acquisition — it’s removing the stories and ego defenses that obscure what’s already there. Recognition, not accumulation. No points, no badges, no leaderboards.
For owners
Start a conversation.
A short walkthrough, owner to owner: how it fits your company, what you’ll actually see change in your people, and what it takes to begin.
Or write us directly: hello@speedanddirection.art