> Markdown version of [/jobs/ext/2844424-leadership-activation-architect](https://www.wearedevelopers.com/jobs/ext/2844424-leadership-activation-architect). Every page supports `.md` or `Accept: text/markdown`. Links point to the HTML versions so they work for humans too. Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # leadership activation architect - **Company:** Community Financial Credit Union - **Location:** Plymouth, MI, United States - **Experience:** Experienced - **Salary:** $59,509.0 - **Contract:** Permanent contract - **Skills:** Collaborative Learning, Learning Management Systems, Data Intelligence - **Published:** September 11, 2026 - **Apply:** https://www.careerjet.com/job/usa51059674e41b8965e8362e8fff3ab60/eaa ## About the Role As an organization focused on creating belonging, we appreciate that outstanding team members have different roads to excellence. Therefore, we don't compromise on capability but are capability but use qualifications as guidelines. Typically, we'd expect a great dealer experience manager to have built capabilities through experiences that would include a minimum of: * Education: * High school diploma or equivalent. * Work Experience: * Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives. Preferred Qualifications and/or Competencies * Work Experience: * Experience with leader assimilation, succession development, or leadership onboarding programs. * Familiarity with engagement, culture, inclusion, and organizational effectiveness practices. * Industry Experience: * Experience in financial services, banking, or credit union environments., This position works in-office where working conditions, lighting, temperature, audio, and workspace are all sufficient. This position also works from home, where an appropriate work environment is required. Work requires the ability to constantly operate a computer and the ability to read, type, and communicate. Work may require the ability to move work-related supplies weighing up to 10-15 pounds. ## Description The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work. This position has a minimum hourly rate of $28.61, but your offer amount may be increased with relevant work experience and transferable skills. Primary Responsibilities As an impact-driven team, our work is collaborative and dynamic. This role, like all positions at orsa, will be counted on to perform a variety of tasks as directed by leadership. Some of the core deliverables for this role are: Leadership Development & Facilitation * Facilitate leadership development experiences for emerging, frontline, mid-level, and senior leaders. * Deliver engaging leadership learning experiences using adult learning principles, neuroscience, experiential learning, and social learning practices. * Support development of core leadership capabilities including coaching, communication, inclusion, accountability, change leadership, decision-making, and team development. * Facilitate workshops, leadership cohorts, peer learning sessions, and action learning experiences. * Adapt facilitation approaches to align with leadership levels, business needs, and organizational priorities. Leader Assimilation & Transition Support * Lead new leader assimilation experiences that accelerate integration, clarity, trust-building, and team effectiveness. * Facilitate transition support for newly promoted leaders, leaders changing teams, and newly hired external leaders. * Partner with leaders and teams to clarify expectations, communication norms, priorities, and success measures. * Support onboarding journeys that build confidence and reduce time-to-effectiveness for leaders. * Create structured follow-up and reinforcement activities to sustain leader growth beyond initial onboarding. Leader Enablement & Coaching Support * Equip leaders with practical tools, conversation guides, coaching frameworks, reinforcement strategies, and performance support resources. * Enable leaders to effectively coach employees, reinforce learning, and build high-performing teams. * Observe leader behaviors in real work environments and provide developmental coaching and feedback. Support leaders in strengthening team engagement, psychological safety, inclusion, and accountability practices. * Partner with leaders to identify barriers to behavior change and capability application. Learning Transfer & Capability Reinforcement * Reinforce leadership behaviors through follow-up coaching, reflection activities, peer accountability, and learning-in-the-flow-of-work strategies. * Support sustained behavior change through spaced reinforcement and real-world application experiences. * Measure leadership capability growth through feedback, engagement indicators, and business outcomes. * Identify opportunities to improve leadership experiences based on participant feedback, operational needs, and organizational strategy. * Contribute to creation of leadership toolkits, job aids, microlearning, and reinforcement resources. Collaboration & Organizational Partnership * Partner with capability architect & designers and business partners to align leadership development strategies with organizational priorities. * Support enterprise leadership initiatives, and organizational change strategies. * Facilitate cross-functional collaboration to strengthen leadership consistency and team member experience. Contribute field insights and leadership feedback to continuously improve leadership journeys and programs. Qualification and Competency Requirements, The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it. Necessary competencies include: Leadership At orsa, whether we serve as managers, lead cross-functional teams or initiatives, or simply lead ourselves, we are all leaders. * Core Adaptive Capabilities: Recognizes recurring patterns in how leaders struggle to apply new skills, adjusting facilitation and coaching approaches as cohorts, leader needs, and business context shift. * Human-Centered Leadership: Brings genuine empathy and psychological safety to coaching conversations with leaders, especially during vulnerable moments such as a new leader's first team conflict. * Strategic Thinking & Innovation: Tries new facilitation techniques and reinforcement tools, sharing what resonates with peers to strengthen orsa's leadership development practice. * Execution in Ambiguity: Exercises sound personal judgment when a session or coaching conversation doesn't go as planned, adapting in the moment and escalating truly novel leadership challenges to the capability team. * Technology & Data Fluency: Uses the LMS, scheduling, and feedback tools responsibly and accurately to plan, deliver, and track leadership development experiences. Functional * Learning Design & Facilitation: Delivers leadership development experiences across all levels using neuroscience and experiential learning. * Communication & Storytelling: Facilitates leader assimilation, transition support, and high-stakes developmental conversations. * Cross-Functional Collaboration: Enables leaders with coaching frameworks and practical tools; equips them to reinforce learning in their teams. * Continuous Improvement: Reinforces behavior change through spaced follow-up, reflection activities, and peer accountability strategies. * Member Experience Orientation: Connects leadership effectiveness to team member experience and organizational culture outcomes. ## Related Videos - [Finding the unknown unknowns: intelligent data collection for autonomous driving development](https://www.wearedevelopers.com/videos/519-finding-the-unknown-unknowns-intelligent-data-collection-for-autonomous-driving-development) - [Trust as the Key Concept in Future Mobility](https://www.wearedevelopers.com/videos/581-trust-as-the-key-concept-in-future-mobility) - [Transforming Education: A Journey from interactive Markdown to Remote-Labs](https://www.wearedevelopers.com/videos/941-transforming-education-a-journey-from-interactive-markdown-to-remote-labs) - [Beyond Authority: Why Great Leaders Never Stop Growing](https://www.wearedevelopers.com/videos/1307-beyond-authority-why-great-leaders-never-stop-growing) - [From Classroom to Company: How Learning Culture Takes Shape](https://www.wearedevelopers.com/videos/2002-from-classroom-to-company-how-learning-culture-takes-shape) - [Intelligent Data Selection for Continual Learning of AI Functions](https://www.wearedevelopers.com/videos/367-intelligent-data-selection-for-continual-learning-of-ai-functions) ## Related Articles - [From developer to manager – what does it take to become an engineering manager?](https://www.wearedevelopers.com/magazine/42-from-developer-to-manager-what-does-it-take-to-become-an-engineering-manager) - [Should Tech Managers Be Developers First? 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