Identity at Scale is the same identity engineering that runs on the individual side, engineered for teams and organizations. Keynotes, workshops, and multi-month engagements led by Keith Leonard, Chief Learning Officer at the Madanes Institute.
Most programs try to change what your leaders do. New frameworks, new checklists, new competency ladders. The pattern underneath repeats anyway — because the identity running the behavior did not move. Identity at Scale works at the level that actually decides what a leader does under pressure: the version of themselves they are running as.
The framework is the same one that has been quietly reshaping how executives, founders, and coaches think about change. What is different in the org context is that we install it as language, as ritual, and as a shared operating identity for a leadership team. Not a workshop your people will politely forget by Friday.
Identity at Scale gets brought in through two doors. The founder-led company setting the identity of a team on its way to scale, and the enterprise L&D program looking for identity work that survives contact with a Fortune 500 procurement process. The methodology is the same. The container is designed to fit.
When a company is between 25 and 500 people, the identity of the leadership team is the identity of the company. What they say yes to, what they interrupt, how they handle friction — that is what scales. We work directly with your leadership team so the version of you leading the company and the version of them running the org are actually compatible. And built to grow together, not against each other.
For CHROs, VPs of People, and Heads of L&D at larger organizations, Identity at Scale is delivered as a program you can put your name on. Documented methodology, measurable installation into your leadership operating rhythm, and a delivery format that adapts to your existing L&D calendar rather than fighting it. Cohort or team, live or hybrid, one-off or ongoing.
Most organizations start with a keynote or a workshop and grow into a multi-month engagement once they see the work in the room. Which one is right depends less on your budget and more on where in the organization the identity work needs to land.
A one-hour session that gives your leadership team, your event, or your all-hands the language of Identity Engineering. Not a motivational talk. A working session in disguise. People leave with a shared vocabulary for the work you were already trying to do.
A concentrated workshop for a leadership team, a department, or a cohort. Everyone leaves with a written architecture of the identity they are running as, the one they are choosing next, and the interrupts that get them from here to there. The room does the work, not the deck.
A multi-month container for a leadership team or a cohort program. Diagnose the identity currently running the org, design the one that gets you where you're going, and install it into the actual operating rhythm — the meetings, the reviews, the language, the decisions. The most durable version of the work, and the one most companies eventually land on.
All three are priced on request and scoped against your team, calendar, and outcome. Every inquiry gets read by Keith personally.
The engagement version of Identity at Scale runs in three phases. Length flexes with the container — but the shape does not.
Structured private conversations with the leadership team, targeted observation of the actual operating rhythm — the meetings, the reviews, the escalations — and a written diagnostic of the identity your org is currently running as. Strengths named. Friction named. No prescription yet.
In-room design work with the leadership team to build the operating identity that fits the next stage of the business. Not values on a poster. A written, testable architecture of how leaders will show up, decide, and interrupt — in language your team can actually use in the next Tuesday standup.
Ongoing sessions to install the new identity into the actual work — hiring, reviews, planning, escalations, difficult conversations. By the end of the engagement, the identity is running in the org, not sitting in a slide deck. Your leadership team owns it. Keith walks out. It keeps working.
Keith Leonard is the Chief Learning Officer at the Madanes Institute, author of Identity 2.0, and the architect of the Identity Engineering methodology used by executives, founders, and coaches. He has spent the last decade refining a body of work whose only test is whether it survives contact with a real leader on a Tuesday morning.
Identity at Scale is that methodology, engineered for teams. It is a framework you can hand to your L&D team, install into your operating rhythm, and keep using after the engagement ends. It is not "a talk Keith gives." It is a body of work with a documented structure — designed to outlast any one presenter, including him.
Named case studies land here as engagements close and partners approve them. For now, ask about a private reference on your inquiry.
Testimonial from the partner lands here after the engagement closes and Keith gets written permission to publish.
Testimonial from the partner lands here after the engagement closes and Keith gets written permission to publish.
Testimonial from the partner lands here after the engagement closes and Keith gets written permission to publish.
A few honest sentences about what you're actually solving beats a formal RFP. If Identity at Scale is a fit, the fastest way to find out is to send this. Keith reads every one personally.