Workplaces today face rising levels of stress, burnout, and disengagement – with no end in sight. It is left to leaders and people managers to embrace practical and credible approaches that enhance resilience, motivation, and positive relationships. An immediate and high demand for the consideration of well-being in the workplace exists, but many people-managers and leaders lack the scientifically-backed soft skill competencies to implement these practices effectively.
This online experiential learning product, Applied Positive Psychology for Leaders, draws from the scientific field of positive psychology to focus on the factors that support well-being, strong relationships, and the cultivation of healthy, positive communities and organizations. It leverages concepts such as happiness, resilience, gratitude, and purpose to equip leaders with credible tools for strengths-based leadership, positive communication, and relational practices that foster trust, motivation, retention and innovation.
Check-out my Elevator Pitch:
For a deeper dive, take a look at my Venture Pitch.
Let’s define the future of sustainable workplace wellbeing together!
FEEDBACK:
Hi JCamm,
Great job on your Venture Pitch!
Strength:
I thought this was a strong idea for a venture pitch because it focuses on a problem that many workplaces are facing right now: burnout and the lack of people-management skills among leaders. I can see it myself in administrators at schools I’ve worked at!
The connection between positive psychology and leadership development was clear, and I liked that the program is aimed at working professionals who need something flexible and practical.
Weakness:
What would make me more excited about the venture is seeing more proof that people or organizations would actually pay for this program. I was also left wondering what makes this option different enough from other leadership or professional development programs already on the market. Adding some market validation or early user feedback would help strengthen the case. Overall, this is a valuable idea- and it addresses an important need in our industry especially 🙂
What stood out to me was how relatable the leadership problem felt. The idea that someone can be really good at the technical side of their job but still struggle with the people side of leadership made a lot of sense. I also liked that the program wasn’t presented as just another general leadership or wellness course. The focus on positive psychology, strengths-based leadership, communication, resilience, and managing change gave it a clear direction, and the comparison with other types of programs helped show where it could fit.
One thing I was still curious about was how they would know if the program was actually changing leadership practice once people went back to work. Since the pitch connects poor leadership with things like employee well-being, disengagement, and turnover, it would be interesting to see how those kinds of outcomes might be measured after the courses are completed. I think that would fit really well with the emphasis on the program being evidence-based.
FEEDBACK
Strengths:
I really liked how clearly you identified both the need and the target market for this venture. The connection between the “Two Gear” framework and the importance of relational skills made a strong case for why this type of leadership development is needed. I also appreciated the comparison with other professional learning options, as it helped me understand where your venture fits in the market.
Weaknesses:
One thing I wondered about was how you might demonstrate the program’s impact once leaders return to their workplaces. Including pilot feedback or evidence of changes in leadership practice, employee engagement, or retention could help demonstrate the value to organizations considering investing in the program.
Overall, I thought this was a very relevant and well-developed venture. Great job!
FEEDBACK: Hi JCamm,
I thought this was a very polished and well-developed venture. I especially appreciated your clear market segmentation, competitive positioning, and staged approach to approach. I think your experience and existing academic/industry relationships also gives me confidence in your ability to move the venture from concept to implementation.
One question I have as an EVA relates to the connection between the problem and proposed solution. The pitch makes a compelling case that poor people-management practices can contribute to employee stress, disengagement, and turnover. However, burnout can also be influenced by structural factors (e.g. workload, staffing, resources, organizational conditions of leadership) that training alone may not be able to fully address. How would you distinguish the impact of the program from these broader organizational factors when demonstrating ROI?
I also question the 80-hour commitment across four courses. As your target market includes professionals working in rather high-stress/high-burnout sectors, could the proposed time commitment become a barrier to adoption or completion? It would be interesting to maybe explore shorter pathways or stackable options that could mitigate this while maintaining the academic rigor that differentiates the program.
Overall, I think this a strong and thoughtful venture. I think with some additional considerations it could be worth a second look for investment. Great work!
One quick note: I wasn’t able to leave a star rating because it looks like rating may not be enabled on your post.
Review
JCamm, I found this venture particularly compelling because, as someone currently working in a leadership role and still developing my own leadership skills, I can see the need for this type of professional learning. I appreciated that the venture identifies a real gap between strong technical skills and the relational skills needed to lead people effectively.
The focus on applied positive psychology also gives the venture a practical foundation rather than simply offering another theoretical leadership course. I was also impressed by the market opportunity, the partnerships with academic and industry organizations, and the staged development plan, which makes the venture feel achievable rather than overly ambitious. The four-course structure and focus on applying the learning directly to workplace situations further strengthen the value proposition.
My main concern would be demonstrating measurable outcomes and showing that organizations will see enough value to invest in the program over existing leadership development options. However, I believe the venture has a strong foundation, a clear market need, and a credible path to growth. I would recommend funding this venture, with continued attention to demonstrating measurable leadership and organizational outcomes.
Great presentation!
FEEDBACK:
Hi JCamm,
I think you’ve identified a very relevant and growing need, and I appreciated that the venture is grounded in research. One suggestion relates to the elevator pitch itself. Because it was audio-only, I found it harder to stay engaged than some of the other pitches. I would suggest incorporating the logo and key visuals from your venture deck in addition to speaking directly to the camera about why this work matters to you would have made the introduction more compelling. Your personal experience and passion are part of your credibility as the founder, and I think the elevator pitch missed an opportunity to establish that connection.
I also wondered whether there could be opportunities to partner with established leadership experts, authors, researchers, or positive psychology practitioners to contribute specialized content. Many successful learning platforms build their value not only through their technology, but by becoming trusted destinations for respected voices and thought leaders. Bringing in guest experts or developing signature learning pathways with recognized practitioners could strengthen the platform’s credibility, encourage organizations to invest in ongoing learning beyond the core program, and keep the content fresh over time.
Overall, I think this is a thoughtful venture with a clearly defined audience and a strong foundation. Those additions could make an already compelling concept even more differentiated in a competitive professional learning market.
Finally, I would like to rate your venture but you need to adjust the settings of your post. Thanks!
FEEDBACK
This is a really engaging pitch. The problem is clear and relatable because workplace burnout and gaps in people management skills affect nearly every sector. I like how the venture connects positive psychology research to practical leadership development rather than offering another generic wellness course.
I would not invest in this venture at this time. I am curious if the 80 hour commitment across four courses is too much for professionals already experiencing burnout. Will it be a barrier to adoption or completion? Some pilot data showing changes in leadership practice, employee engagement, or retention would strengthen the case significantly.
Review:
Hi Jessica,
I will echo what other people have said: this business idea is very relatable and seems much needed, especially in fast-paced places like Toronto. This course series seems to have a lot of potential and I like that it would be backed by research. We tend to focus on soft skills training for employees, but overlook how it also applies to management. I think someone lacking managerial experience but wanting to show they “have what it takes” could strongly benefit from this kind of training, which would give them those management competencies many workplaces need. I like how content would focus on positive psychology for oneself before focusing on others. I also liked how the generalized curriculum can be customized to meet employers’ needs. I’d love to know more about that process.
Before I committed to investing in this 4-course series, I would like to see the modules each course covers and a sample of the content. I’d also like to get some testimonials of people who have taken it and what outcomes were achieved as a result of the course. This would give me greater confidence as an investor.
Awesome work, Jessica! Your idea makes me want to look into positive psychology for my own personal use. 🙂
Thank you for the insight and inspiration!
Edith
REVIEW: This pitch hit close to home for me. I have watched administrators cycle through leadership PD that amounts to a one-day workshop, leaving staff unfazed and back to square one a month later thinking the teachers are the problem. Applied Positive Psychology for Leaders feels like it is trying to solve exactly this pain point with something deeper and more sustained.
The science-based foundation makes this feel credible rather than just another wellness seminar or mental health PD. Tying positive psychology research directly to day-to-day management decisions is a smart idea that could provide market insight towards the future of educational management postings. As someone who has seen how poor leadership trickles down into classroom morale, I get it and I have felt this before.
That said, the commitment required might be where I get hung up as an investor. Marketing this to people who are already stretched thin and asking them to carve out roughly two weeks of full-time equivalent work on top of their existing load feels like a barrier to entry. I wonder how you might measure whether someone actually changed their leadership style once they returned to their office.
Funding recommendation: Fund with qualifications. I would want pilot feedback from real managers showing measurable shifts in team engagement or retention before scaling further.
FEEDBACK:
Hi JCamm, compelling pitch on this Applied Positive Psychology for Leaders program. I liked how you grounded the program in positive psychology research and sized the market gap and opportunity with employment data (though citing sources for both would have strengthened this further). I also appreciated the presentation of your continuing ed expertise and institutional relationships in the space, which makes you especially credible to take this program to market.
As an EVA, the most foundational gap for me is that there is no dollar ask, ownership percentage, or course pricing in the pitch, which makes this difficult to assess as an investable opportunity. As others in the thread have also mentioned, I’d also want to see evidence of product-market fit through planned or past pilot performance outcomes, as well as how this program differs from more named competitors like the Dalhousie Program.
Echoing others, this would be worth a second look once these points are addressed!
FEEDBACK
Hi JCamm,
I found the problem highly relevant because many workplaces (including many of the schools I have worked at!) promote people into leadership roles based on technical expertise, but do not always prepare them with the relational and communication skills needed to support healthy, high-performing teams. The pitch clearly frames this gap as a contributor to stress, poor people management, disengagement, and turnover.
I appreciated the focus on strategic partnerships with psychology and HR organizations, which strengthens credibility and could support market access.
Overall, this is a credible and well-designed venture with strong professional learning potential! I would be more likely to invest with clearer financial projections and pilot metrics. Well done!
You have identified an area of significant need.
I found the slides contained a lot of information on your positioning and the need. I fully agree with the need and you look well positioned to both know the depth of the issue and make the sales, once developed. Both compelling reasons to partner with you. It makes me think of Malcom Gladwell’s book Tipping Point. It really supports the success behind having someone like yourself on board for making things happen.
The only hold backs for me are the 80-hour time commitment. Asynchronous is a great option but its still a large time commitment. Could there be a shorter version or progressive levels that are shorter? I think that you have the structure for it. The next question would be differentiation from others. A little more clarity because I certainly like the position you offer for making it happen.
FEEDBACK
Hi JCamm, I really liked the “Self + Others” framing as the main differentiator. The idea that leaders need to understand positive psychology themselves before applying it to their teams feels useful and clearly separates this from more generic soft-skills training.
The market case is also strong. The 500,000 job postings figure, along with the CIPD and Lightcast data, makes the gap between employer demand and workforce skills feel convincing.
Overall, I think the academic and industry partnerships with TMU, CPPA, IPPA, and HRPA add a lot of credibility, especially for a program trying to distinguish itself from “pop psychology.”