Your mid-level managers and directors carry more responsibility than authority — and most leadership development isn’t built for what they actually do. Confidare is. Send your leaders to the open cohort, run a private version for your bench, or build a custom engagement for your team.
You’ve invested in executive coaching for your senior team.
You’ve invested in onboarding and supervision basics for your new managers.
Most leadership programs aren’t built for them. Executive content goes over their day-to-day. Manager basics go under it. Generic online courses don’t fit the realities of leading through other people in a mission-driven organization.
And these are the leaders you can’t afford to lose. They’re the ones translating strategy into execution. They’re the ones holding teams together when things get hard. They’re the ones who, with the right development, become your future executive leaders.
That’s the seat Confidare was built for.
For when you have one or more leaders ready to grow and want them learning alongside peers from other organizations.
Investment: $1,997 per leader. Affirm and Klarna available at checkout for additional payment flexibility. Optional coaching add-on for leaders navigating high-stakes situations.
For when you have eight or more mid-level leaders and want them growing together — building shared language, shared frameworks, and stronger cross-functional collaboration inside your organization.
What’s the same: the same six-domain curriculum, the same assessment-driven structure, the same proof of growth at the end.
What’s different:
Investment: Scoped based on cohort size and customization.
For when a 9-month commitment isn’t the right fit, but you have a specific leadership challenge to address.
Investment: Scoped based on cohort size and customization.
Less reactive firefighting. Less 'why did this fall through the cracks again?'
Early, clear, and without your senior leadership having to step in to clean them up.
Less of your time spent translating between teams or refereeing conflicts that should have been handled at the level below.
Decisions get made closer to the work. Your senior team stops being the default answer to every hard call.
People stay where they're growing. People leave where they're stuck.
When senior roles open up, you have internal candidates ready — instead of needing to recruit from outside.
I’m Sheila Weber. I’ve spent nearly 30 years in nonprofit and community-driven work — more than a decade of that in executive leadership, including two VP roles where I led statewide programs, managed multimillion-dollar budgets, and oversaw hundreds of staff.
I built Confidare from the gap I lived: the mid-level seat where most leadership development isn’t designed for the actual work. I hold an MSW, an MBA, and am a Licensed Clinical Social Worker, with coaching certifications in diversity, positive psychology, and emergent learning.
As a coach, facilitator, and consultant, I’ve partnered with the Annie E. Casey Foundation, StriveTogether, Lutheran Services in America, Future Farmers of America, and hundreds of individual leaders.
For the open cohort, the strongest pattern I see is two to four leaders from the same organization going through together. They reinforce each other’s development and bring shared language back into the work. The open cohort caps at 30, so larger groups still fit, but the cross-sector mix is part of what makes that format valuable.
For a private cohort, the sweet spot is ten to sixteen leaders. That’s where the cohort dynamic is strongest — enough peer perspective and discussion energy to make the format work, without losing the intimacy that lets people speak honestly. The minimum is eight; if you have fewer than that, the open cohort is the better fit.
In the open cohort, no — the curriculum is consistent so leaders across organizations can learn together. In a private cohort, yes — we can shape it around a current change initiative, a strategic priority, or a specific cross-functional challenge you’re navigating.
Every Confidare leader takes an entry assessment across the six leadership domains and a capstone reassessment at Month 9. Growth shows up in numbers, not just self-report. For organizational engagements, I can also build in an optional executive debrief at the end so your senior team sees what shifted and how to keep supporting it.
In an open cohort, what your leader shares stays in the cohort — I don’t report individual performance back to you. In a private cohort, we agree upfront on what’s shared with sponsors and what stays in the room. Trust is the foundation of this work; I’m careful to protect it.
Open cohort enrollment opens June 1, 2026, for a July 1 start. Private cohorts are scoped on a four-to-eight-week lead time depending on customization. If you have a specific timeline in mind, the fastest way to know what’s possible is a 20-minute Partner Call.
Confidare was built for nonprofit leaders and that remains the core audience. I do work with mission-driven organizations across sectors, including foundations and community-based public sector teams. If you’re not sure whether your context fits, the Partner Call is the right place to ask.
