Seeking to reduce reliance on external hiring of managers and increase internal mobility and continuity in operationally sensitive roles, business unit leaders at global real estate platform Greystar commissioned the Community Manager Preparation Certificate Program.
This is the organization’s first enterprise-led, behavior-based development initiative built entirely without solely relying on learning systems, digital modules, or classroom dependency. It leverages the strength of existing organizational infrastructure—frontline managers, regional directors, and business metrics—to accelerate leader readiness, validate behavior, and deliver leaders where the business needs them most.
Program Details
Launched as a workforce continuity intervention, the program was designed entirely outside of traditional training infrastructure. It is not a course, workshop, or Webinar. It is a six-month, in-role, performance-based development track that creates talent accelerators and converts emerging contributors into site-level leaders.
Participants are nominated by regional operations teams based on business need, site performance gaps, and observed leadership potential. Once selected, they complete a sequence of milestone-based assignments grounded in real business operations. Development is embedded inside their current roles, with coaching from managers and performance validation from regional leaders combined with online learning and experiential opportunities. Assignments are aligned to key business behaviors: time and resource management, team coordination, issue resolution, and operational decision-making. Managers meet with their participants and coach them monthly. Regional leaders conduct milestone reviews. Participants are not graded on knowledge; they are assessed on how effectively they lead in live environments and through a final capstone project that demonstrates what they have learned throughout the program.
Graduates are added to business unit succession tracking. High performers are prioritized in internal mobility tracking and promotion planning. The program has been codified into workforce planning cycles across new markets. New toolkits are in development to extend the model to new roles.
This program redefined what leadership development can look like in a distributed workforce. The model focuses on performance enablement rather than instructional programming. Leaders are not told how to lead—they are expected to demonstrate it in high-stakes environments. The shift from knowledge acquisition to observable impact creates a culture of readiness that is measurable, repeatable, and aligned to Greystar’s workforce planning objectives.
Results
- 100 percent of participants demonstrated behavior change validated by their direct supervisors and regional leaders. Supervisors reported elevated ownership, strategic time management, and stronger team guidance.
- 20 percent of participants were promoted or formally recognized within 60 days of completing the program—meeting the six-month business target in one-third of the time.
- Three additional regions committed to rollout in 2025.
- All outcomes were achieved with no additional budget, training systems, or new headcount.
