Founding cohort now enrolling
Your team is already telling you what's wrong. Learn to hear it.
A 12-week listening course with coaching for healthcare managers. Practice inside the rounding, huddles and one-on-ones you already do.
Founding cohort $197 $497. 25 seats. Starts January 12, 2027.
Who it is for
For leaders who care deeply about their people, and are stretched thin.
For nurse managers, department leaders and clinical leaders in hospitals, outpatient and long-term care. Especially leaders in their first 1 to 5 years, or experienced leaders whose team has gone quiet.
This is for you if
- You were promoted for clinical excellence, not people skills
- You lead 50 to 100+ people across shifts with little formal leadership training
- Your team has gone quiet, and you hear about problems too late
- You dread hard conversations: upset staff, complaints, conflict, feedback
- You're stretched between administration's targets and your staff's exhaustion
The problem
You were promoted for clinical excellence. No one taught you this.
"My people don't tell me what's really going on until it's a crisis."
"I dread hard conversations: upset staff, complaints, conflict, feedback."
"I have too many people, too little time, and I'm stuck between administration's targets and my staff's exhaustion."
The cost is real.
Nearly half
of hospital nurses believe management does not listen to their concerns.
MIT Sloan
86%
of nurse managers in one study had no formal leadership development when first promoted.
HealthLeaders
Most frequent
Communication breakdown is the most frequently identified root cause of serious patient-harm events.
Relias Media, Joint Commission
70%+
Managers drive at least 70% of team engagement.
Gallup
$60,090
The average cost of losing one bedside RN.
Nurse.org, 2026 NSI report
The cost is a good person leaving, a problem caught too late, a team that goes quiet.
The result
You're not buying "listening." You're buying fewer surprises, fewer resignations and calmer hard conversations.
Fewer surprises
Staff raise concerns in huddles and rounding before they become incidents.
Calmer hard conversations
They feel manageable because you have a method you trust.
Trust climbs
Your team sees action on what they raise, so engagement and trust climb.
Lead from calm
You lead from calm, not from crisis.
Measurable change
You can show your own boss a before-and-after self-assessment and anonymous team pulse.
"I'm the leader my team trusts to hear them."
The method
The Listen First Method
Weeks 1 to 6 build the skills, one themed skill per week. Weeks 7 to 12 turn them into habits.
Week 1
Lead yourself first. Own your state, own your story, the 60-second reset.
Week 2
Inquire, wait, reflect back. One open question, wait 5 seconds, repeat what you heard.
Week 3
Safe to speak up. "What's one thing making your shift harder?" and thank them.
Week 4
Tough conversations. Summarize their view before giving yours.
Week 5
Echo back action. Close the loop publicly: "You told us X, here's what we did."
Week 6
Notice the nonverbal (yours and theirs). What face, tone and posture send, and what your team's silence is telling you.
Weeks 7 to 12: Make It Stick
One hard real situation per week: the staff member who has shut down, the chronic complainer, the upset employee, conflict between staff, criticism aimed at you. Ending with a Day 90 measurement and graduation.
Close the Listening Gap
The distance between how well you think you listen and how your team experiences it. 96% of professionals rate themselves good listeners, while 98% admit multitasking during the workday.
Accenture
Assess Before You Treat
Clinicians assess before they treat; leaders should too.
The Tell Me More Rule
Before you solve, say "tell me more."
Everything included
A complete system, not just a course.
Core
- Self-paced online course: short, phone-friendly video lessons and a one-page guide for each week
- 1:1 coaching: weekly 2-minute voice-note reflections with coaching feedback, plus 15-minute hot seat slots when you're stuck on a specific situation
- Peer Pods: small groups of 3 to 4 leaders matched by shift, with a weekly check-in script, for accountability and idea exchange
- Workbook: the participant workbook, including the "What Kind of Listener Are You as a Leader?" self-assessment, if-then plan templates, practice log and 30-day habit plan
- Scripts for best responses: Say This, Not That phrase cards, a hard conversation guide, one-on-one question bank, rounding card, huddle script and close-the-loop template
- Live support: optional 45-minute live call (two time options) in weeks 1 to 6, then a 30-minute practice lab every other week in weeks 7 to 12, always recorded
- Measurement: baseline, week 6 and Day 90 self-assessment plus a 3-question anonymous team pulse
Bonuses
- The Power of Listening for Leaders (ebook or Audible code)
- "When someone resigns" on-demand module, open from Week 1
- Weekly "coaching on real cases" video
- Week 6 manager briefing template: a one-page summary to share with your boss
- Listening ROI worksheet
- Founding cohort only: a personal voice reply from Beth to every weekly voice note
Total value: [TOTAL VALUE]
How it works
Four simple steps.
Sign up
You get a welcome email with your login, start date and live call times.
Week 0 (about 30 minutes)
Take your baseline self-assessment, send the anonymous team pulse, and get matched to your peer pod.
Weeks 1 to 12
Each week, learn (15 to 20 minutes), write an if-then plan (2 minutes), practice in your real work, reflect by voice note, and check in with your pod.
Day 90
Retake the assessment and team pulse and graduate with your before-and-after results.
Your first quick win: in Week 1, most leaders have one conversation that feels noticeably different.
The guarantee
[GUARANTEE: choose one]
Option 1: Complete the first 4 weeks: watch the lessons, write your if-then plans and submit your reflections. If you haven't had at least one conversation go noticeably better, email me and I'll refund every penny.
Option 2: 14-day, no-questions-asked refund.
Also: if life interrupts (shift changes, census surges), you can roll into the next cohort at no cost.
Proof
What leaders say, and what the research shows.
Very practical and easy to understand. It offers relatable examples and easy-to-follow strategies that make the skill of listening achievable, even for leaders who may not consider it one of their natural strengths.
As a Doctor in Leadership Education, I found Beth's information to be full of insight and practical information to help us all be impactful listening leaders. It is easy to understand and has so much helpful information to improve our listening and leading skills.
As a former management consultant well versed in communication and change as a project, I was thoroughly impressed with the depths Beth went to in exploring listening as a topic. She gives practical examples and strategies from junior to senior leaders in how best to approach the topic and be an expert listener.
Beth Allen uses her decades of leadership experience and workplace relationship building to guide leaders in the art of listening. Employees don't leave organizations; they leave leaders who don't listen or desire to first understand. This resource has detailed instructions on the art of listening with actionable steps to help make you a better leader.
Leaders closed their Listening Gap by [X] points in 12 weeks.
88% vs 22%
Training plus coaching raised productivity 88%, versus 22% for training alone.
Olivero et al.
92% vs 30%
92% of highly engaged employees feel heard, versus 30% of disengaged employees.
UKG Workforce Institute
Medium-to-large effect
If-then plans have a medium-to-large effect on reaching goals.
Sheeran et al.
[PHOTO OF BETH]
About the founder
Beth Allen
Beth Allen led in healthcare for 35 years, starting at the bedside as a nurse and later leading large departments across multiple campuses and building programs.
She has worked for a leader who truly listened, followed up and made people feel valued, and for the opposite, and she saw what each did to engagement and loyalty. She also knows how an overdemanding role erodes your own listening.
She wrote The Power of Listening for Leaders because people have innate value and deserve to be heard, and leaders deserve the investment in themselves. The book explains the why; the course exists because reading alone doesn't change Monday.
"I built the course I wish I'd had in my first year as a manager."
Free quiz
What kind of listener are you as a leader?
Take the free self-assessment and the anonymous team pulse. Your Listening Gap is usually the surprise.
FAQ
Questions, answered.
Your team is already telling you what's wrong. Learn to hear it before it costs you people, patients or results.
Founding cohort: $197 (regular $497). 25 seats. Starts [COHORT START DATE].
Questions or buying for a team? Book a call