The Complete System for Building High-Impact Leaders
Build a High-Impact Leadership
Team in 90 Days
The 90-Day Accelerator is the flagship Flawless Leadership Program for executive and frontline leaders: a cohort program that turns leadership potential into documented behavior change and measurable business impact in a single quarter. We bring learning, development, and coaching into one program, proven again and again to deliver genuine behavioral change, harmonious leadership teams, and real business ROI. It runs in cohorts of 5 to 15 leaders, onsite or virtual. Your team learns the system, applies it to a live strategic initiative, and proves the change before the quarter closes.
A 20-minute call with a pilot. No slides, no pitch.
Start your transformation from overwhelmed to impactful
Every leader wants to deliver results, run an engaged team, and make a genuine impact. Yet in the AI-powered digital era, that seems harder than ever before. There’s a reason leadership today is so challenging. Our existing leadership models were based on industrial-era thinking, when, well, we had time to think. In today’s technology-driven world, leaders disappear down the rabbit hole of digital distractions and notification fatigue, falling into the “reactivity trap.” We will build your leaders into impactful agents of execution, where getting ahead of the business, rather than reacting to it, becomes the norm rather than the lucky break.
Is the problem your strategy, or your execution?
Did you know that 83% of organizations identify clarity of strategy as the number one reason leaders struggle to execute it? Most leadership programs teach a concept or an idea, then send everyone back to the overwhelming chaos the very next day. Less than half of that training ever reaches the job. We’re different. Fighter pilots value clarity of purpose and mission over all else. We teach, then coach your leaders to build simple strategies that drive daily results, using the same framework we’ve adapted from the cockpit and proven with thousands of clients in business.
The cost of your undeveloped leaders compounds. A program that inspires for a week but changes nothing leaves the same mistakes to repeat and the same targets to slip, and it leaves a development budget that’s hard to defend when the C-suite asks what changed. Waiting doesn’t help. Leadership gaps surface fastest during a reorganization, a scaling push, or a quarter that misses the target, and the longer this gap sits open, the more it costs in stalled initiatives, lost people, and lost opportunity.
Afterburner℠ has spent 30 years closing that gap. We’ve trained 2.2 million leaders across every industry imaginable, and the feedback is always the same: we wish we had done this years ago.
Who is the Accelerator built for?
The Accelerator is built for leaders who own outcomes, not attendance.
For L&D and talent development leaders
If you lead L&D or talent development, it gives you a program that produces measurable behavior change and ROI you can show the C-suite, with one shared leadership language across the organization, instead of the temporary lift of another seminar.
Chat to a PilotFor operating, sales, and divisional leaders
If you run an operating unit, a sales organization, or a division, it embeds the system in daily work on an initiative you already own, so the skills land on the job instead of in a binder. You see it mapped to your real challenges, fast.
Chat to a PilotFor those who own results
If you own the results, it builds a disciplined team that delivers under pressure, so performance stops depending on a few individual heroes and starts to leverage the power of a system everyone shares.
Chat to a PilotHow does the 90-Day Accelerator work?
This isn’t leadership development. It’s leadership evolution. The Accelerator runs on three parts that build on each other over one quarter, delivered in a hybrid format: in-person workshops plus virtual coaching.
The cohort learns one shared system
It starts with the Flawless Leadership℠ Program (FLP), a collaborative course built around the three core dimensions of leadership, which we call the Three Ms: Mindset, Method, Moments. Mindset is internal clarity and personal growth: how your leaders process pressure, lead with intention, and stay out of the perfectionism trap that drives burnout. Method is the simple, proven system that replaces the illusion of control with real capability, and the Method is called FLEX℠ (FLawless EXecution℠). Moments are knowing which kind of leadership a situation calls for: the slow, trust-building work of leading people, the operating rhythm driving weekly outcomes, and the fast, real-time calls made second by second. Leaders learn to lead with greater intention once they master all three. One team. One language. One mental model. One way of working. Infinite possibility.
The team applies it to a live initiative
Learning sticks when it runs on real work. That’s the role of Flawless Execution Coaching: your team applies our system to a live strategic initiative they already own, with one of our coaches in the room. The engine is FLEX, the Plan, Brief, Execute, Debrief cycle that is the Method within the Three Ms. Coaches keep everyone coordinated through X-GAP sessions, where we focus on communication and constructive, “nameless and rankless” feedback in the moments your plan meets reality. Our guided process replaces artificial harmony with radical transparency, and leaves your leaders with the cultural change that builds your legacy.
Teach-Demo-Do makes the change hold
The learning model we use in the world of the fighter pilot is called Teach-Demo-Do. Most training stops at teaching, which is why so little of it reaches the job. The Accelerator runs on a sophisticated adult learning model: leaders learn the framework, see it demonstrated through our Top Gun Experience℠ or LEGO Challenge, and then we coach them as they apply it to their real-world strategic initiatives. That last step is why the change holds after the quarter ends, and why behavior change is documented through pre- and post-assessment, not just assumed.
What the 12 weeks look like
The quarter has a clear shape. It opens with a baseline assessment of where each leader stands. The Three Ms are delivered through in-person workshops, so the cohort learns the system together. Across the twelve weeks, six coaching sessions take the group into the live initiative, applying FLEX to the real work between sessions. It closes with a second assessment, so the change is measured against the starting line.
What leaders walk away with
By the end of the quarter, the whole cohort speaks one language for leadership and has put it to work on something real. Your team leaves with a shared framework adopted in how the group actually operates, documented behavior change measured against the baseline, a live strategic initiative measurably advanced rather than parked for the program, and leadership growth you can report as quantifiable ROI.
A track record,
not a promise
Advanced Care Pediatrics
40%
Market Share · Fastest-Growing in Georgia, 7 Years
ACP ran the system against one clear destination and a daily rhythm of plan, brief, execute, debrief. Employee turnover settled at one-third of the industry average.
VMware End User Computing
20%
Quarter-Over-Quarter Growth · 12 Straight Quarters
Integrating a $1 billion division after the AirWatch acquisition, the team cut 25 competing priorities to three and held the growth rate across 12 consecutive quarters.
DSI
122%
Of Revised Revenue Goal · In One Quarter
When the pandemic cut DSI’s core sales by 70 to 80%, its leadership changed course in under 60 days through short, rankless debriefs, averted every pending layoff, and launched a new product line.
“ACP would not be where we are today if it was not for the Afterburner Flawless Execution framework, which has focused our expanding organization on a clear vision and instilled a disciplined approach to executing on that vision.”
85% of clients rebook, because the change holds.
Google, VMware, and IBM are among the Fortune 500 organizations that have trained their leaders on this system.
Where does the Accelerator fit?
The Accelerator is the complete system, but it isn’t typically where we start with organizations. We’ve learned over our 30 years that leaders won’t do anything unless they believe it will work. That’s exactly why we built our small-teams program: one day, on-site, to inspire your leaders and show them how to become a Flawless Leader. Meet the team who run our programs, and when you’re ready, schedule a call with the pilot who’s the right fit for your team. You can also explore our workshops and 1:1 certified executive coaching to extend your Accelerator program and build a truly flawless organization.
Run the Accelerator next quarter
Your next leadership cohort doesn’t need another seminar. It needs a system, a live initiative to run it on, and 90 days to prove the change. That’s the Accelerator. Chat to a pilot about running it next quarter, or start by seeing where your leaders stand today.
A 20-minute call with a pilot. No slides, no pitch.
Frequently Asked Questions
What does the 90-Day Accelerator include over 12 weeks?
The Accelerator runs over a single quarter and combines two parts: the Flawless Leadership Program, a cohort course in the Three Ms, and FLEX coaching on a live initiative your team owns. Delivery is hybrid, in-person workshops plus virtual coaching, for 5 to 15 leaders. It opens and closes with an assessment, so progress is measured against a baseline.
How does the 90-Day Accelerator measure behavior change?
Behavior change is documented, not assumed. Every cohort runs a pre and post assessment, so you can show measurable growth across the group by the end of the quarter. Because leaders apply the framework to real work, the change shows up in the initiative’s results, not only in survey scores. That gives L&D a defensible ROI figure to report upward.
What cohort size does the 90-Day Accelerator support?
The Accelerator supports a cohort of 5 to 15 leaders. That range is large enough to build a shared language across functions and small enough for hands-on coaching during the live initiative. Larger organizations run multiple cohorts in sequence to roll the system out across the business.
How does the 90-Day Accelerator compare to a standard leadership development program?
Most leadership development teaches a framework and stops there, which is why less than half of training reaches the job. The Accelerator adds two things a standard program doesn’t: live application on a real initiative, and documented behavior change through pre and post assessment, all inside one quarter. Afterburner has refined it across 30 years and 2.2 million leaders.
How is the 90-Day Accelerator anchored to a live business initiative?
Your team runs the program on a real strategic initiative it already owns, with a coach in the room. Instead of case studies, leaders apply FLEX, the Plan, Brief, Execute, Debrief cycle, to the actual work. The initiative moves forward while the skills lock in. The coaching is the mission.
What ROI have past 90-Day Accelerator cohorts produced?
The methodology behind the Accelerator has a documented track record. Advanced Care Pediatrics used it to reach 40% market share and become the fastest-growing home healthcare provider in Georgia for seven consecutive years, with turnover at one-third of the industry average. DSI hit 122% of its revised revenue goal inside a single quarter. Across clients, 85% rebook.
Does it suit an intact team or a cross-functional cohort?
It works for both. An intact leadership team runs the program on its own shared initiative, which sharpens how they execute together. A cross-functional cohort builds one common language across departments, then applies it to a shared priority. The coaching is tailored to whichever structure your cohort brings.
Why 90 days and not 6 months?
A single quarter is long enough to learn the system and apply it to real work, and short enough to force visible change. A six-month program lets urgency fade and learning drift. The 90-day timebox keeps the cohort accountable and ties the result to a live initiative with a real deadline.
How is it different from an external program?
An external program develops individuals away from the work. The Accelerator develops your whole cohort on the work, applying the Flawless Leadership system to a live initiative so the change stays in your organization. The methodology comes from the book Flawless Leadership and 30 years training 2.2 million leaders.