Microexperiences form the basis of an ultra high payoff, massively scalable development system for generating horizontal and vertical development in people, teams, and organizations in less time. It contains these unique design features:

  • On the Job - leverages real work to develop complex skills for a complex world
  • A Process, not an Event - integrated into the everyday work of busy leaders
  • High Impact - integrates all 5 transformation drivers for both horizontal and vertical development
  • Ultra Scalable - 10X more impact at 1/10th the cost of traditional training 👉 see the numbers

How it Works: The Transformation Cycle

The Transformation Cycle for Scalable Leadership Development
Learning How to Learn
In a microexperience-based leadership development program, participants complete this simple cycle many times with bite-sized, on-the-job "tasks" in a way that supports horizontal and vertical development.

  • Self-Development - As they settle into this rhythm, they take ownership of it and self-development skills improve substantially.
  • Developing Others - As they master this simple process, they start applying it with their team, improving their effectiveness in developing others.
  • Sticky Outcomes - Participants have described this cycle as “life changing,” and benefits tend to remain long after the program ends.

I’ve gone through a total transformation...a drastic change, a very positive change.
Juan V, Chula Vista, CA

Why it Works: The 5 Drivers of Transformational Growth

The 5 drivers of transformation work together to generate both horizontal and vertical development. Most leadership development programs use only one or two of these drivers.

The 5 drivers of horizontal and vertical development

Making it Work for Your Organization

The full power of microexperiences is only available when your organization builds the internal capability to create these kinds of programs on your own. 


NOTE: I do not build these programs for my clients.
I train, equip, and certify organizations to build these 
and generate 10X results on their own.


Bringing this design capability in-house happens in 3 phases over a 6-month period.

6-month timeline for a 3-phase implementation

Phase 1: Upskill & Certify Your Organization in Task Design

Strong on-the-job microexperiences, often called tasks, are the active ingredient that creates highly effective programs. But less than 10% of instructional designers and educators can design them well. That's because instructional designers primarily design instruction, which is only one of the five drivers of transformational growth (see table above). Instruction on its own largely fails to support vertical development or change on-the-job habits, especially for complex skills like leadership.


I will teach up to 10 of your team members how to design high-impact microexperiences in a 4-part workshop. 1 hour/week, all virtual.

Up to 10 of your team members will:
  • experience what a microexperience-based program feels like as a participant
  • learn the design process, principles, and criteria for strong tasks that drive horizontal and vertical development in leaders
  • receive templates, tips, and examples of strong tasks
  • compete in an internal design competition
  • engage in open Q&A sessions

Task Design Essentials Seal for Scalable Leadership Development


I will further develop the task design skills of 2 of your team members and help them create strong microexperiences for a new development program for your organization. 4 coaching sessions total, 1 hour each, all virtual.

2 of your team members will:
  • bring their recently-designed tasks to each coaching session
  • receive tailored advice on how to make their tasks even stronger
  • participate in an advanced design challenge
  • get an individualized report of their strengths & weaknesses 
  • deepen their understanding of how to scale leadership development, such as balancing horizontal and vertical development for maximum impact
  • read articles and scientific research on vertical development and related topics
  • test their knowledge and pass the Task Design Essentials exam
  • create an individual development plan to further sharpen their task design skills
  • earn a Microexperience Task Design Certification

Phase 2: Upskill & Certify Your Organization in Program Design

Designing strong tasks (phase 1) is not enough to generate 10X more impact than traditional development programs. Strong tasks delivered through a weak program produce weak results every time. 

Phase 2 shows how the whole system works – how each part contributes to the bigger, stickier outcomes that a microexperience-based program can create – along with common mistakes people make when trying to build these programs on their own.


I will teach up to 10 staff members how to design a full microexperience-based program in a 4-part workshop. 1 hour/week, all virtual.

Up to 10 of your team members will:
  • learn do’s and don'ts about 
    • program structure such as duration, frequency, phasing, use of coaches, etc.
    • participant selection
    • coach selection
    • technology selection
    • constructing small groups including sizing, diversity, psychological safety, etc.
    • increasing participant engagement
    • measuring effectiveness 
    • demonstrating impact
    • integrating this format with other formats like instructor-led training, action learning projects, and experiential learning events
  • experience what a microexperience-based program feels like as a participant
  • receive templates, tips, and examples of strong programs for both horizontal and vertical development
  • compete in an internal competition on designing program objectives for optimal mindset and behavior change
  • engage in open Q&A sessions
Program Design Essentials Seal for Scalable Leadership Development


I will further develop the program design skills of 2 of your team members and help them create a complete, launchable microexperience-based for your organization. 4 coaching sessions total, 1 hour each, all virtual.

2 of your team members will:
  • learn how to 
    • cultivate executive buy-in for this new approach
    • strengthen its internal credibility
    • calculate cost benefits
    • contrast it with traditional training
    • position these programs as direct enablers of organizational strategy & mission
  • bring their recently-designed program components to each session
  • receive tailored advice on how to make them stronger
  • deepen their understanding of microexperience-based development, such as how to leverage these programs for organizational transformation and culture change
  • read related articles and scientific research on shifting the performance curve and related topics
  • test their knowledge and pass the Program Design Essentials exam
  • assess their individual strengths & weaknesses
  • create an individual development plan to further sharpen their program design skills
  • earn a Microexperience Program Design Certification

Phase 3: Launch & Support your first Microexperience-Based Development Program

Phase 3 ensures a powerful launch of your new program with up to 100 participants (recommended minimum of 30).


I will deliver an unforgettable and inspiring 3-hour launch workshop to officially kick off your new microexperience-based development program. Virtual or in person.

With up to 100 participants and their coaches (small group facilitators), I will:
  • activate a collective growth mindset among participants
  • create psychological safety within each small group
  • prepare the entire group for deep and lasting transformation
  • lead the groups through “forming” and “norming” activities to gel quickly as a team
  • equip them to accelerate their own horizontal and vertical development together
  • set the whole program on a trajectory for maximum impact

You feel like you just experienced something life-changing...not just a cookie cutter session.
Alvic P, San Diego, CA

Jimmy Parker speaking at a Scalable Leadership Development launch workshop

Jimmy is the most captivating speaker I have seen in 10 years!
Sean P, Virginia Beach, VA

Your program's participants and coaches will:
  • experience what microexperience-based development feels like
  • complete their first trip through the transformation cycle
  • check off their first program task and first group meeting
  • integrate lessons learned and advice from prior participants
  • receive a program guide for running great group meetings, facilitation do’s & don’ts, advanced coaching tips, and more


About 1 week before launch, I will prepare your program’s coaches for launch day and teach them how to lead their groups to maximize participant engagement, growth, and program impact. 2 hour workshop, all virtual.

Your program coaches will:
  • learn how to facilitate people through the transformation cycle to drive horizontal and vertical development
  • practice with real-world scenarios from different types of participants 
  • prepare to overcome bad coaching habits and address common situations like missed meetings
  • participate in a challenging and insightful role play to further sharpen coaching skill
  • review launch day agenda and all program materials in advance
  • get comfortable with the supporting technology
  • rehearse the activities they'll lead on launch day


During the program, I will meet regularly with your coaches and team members to gauge progress, provide tips and advice on any concerning trends, answer questions, and help ensure maximum program impact from your investment. 3 coaching sessions, 1 hour each, all virtual.

Jimmy was the driving force behind our success.
Greg T, CEO

Contact Jimmy for pricing, questions, and more details