Lead Forward HQ Expense Guide

Helping you advocate for your leadership development.

Why This Guide?

If you’d like to request to expense some or all of your Lead Forward HQ membership, this guide will help you make the case—whether you’re asking your manager, HR, or a finance partner (or some combination of the three).

Like any good influence effort, success comes from knowing your message and your audience. Let’s break it down.

Step 1: Clarify Your Key Message

Every company is different. The strongest cases for expensing Lead Forward HQ align your growth with the company’s goals. Below are sample data points you can choose from to tailor your message:

Potential Data Points:

  • The average cost of employee turnover is ~50–250% of their annual salary

  • Teams with strong onboarding improve productivity by up to 70% faster

  • Managers who receive regular development are 80% more likely to retain top talent

  • Poor leadership costs companies millions in disengagement and low performance

  • Coaching and real-time learning can increase manager effectiveness by up to 40%

Lead Forward HQ has chapters, classes, and coaching directly focused on topics like feedback, hiring, onboarding, team dynamics, and role clarity—delivered in a flexible, cost-effective format.

Step 2: Understand Your Audience

Managers have different priorities. Some managers love bullet points and ROI, while others respond to values and team culture.

If your leader is...

  • Data-driven or budget-conscious: Emphasize ROI, cost savings, and skill application

  • People-first or culture-focused: Emphasize engagement, morale, and retention impact

Once you understand your message and key data points to support it, now consider their communication style to prepare your message:

If your leader is…

  • Email-oriented: Write a clear message and give them time to reflect

  • Conversational: Ask in person and offer a 1-pager or follow-up email

Step 3: Deliver Your Message

Below is a sample email or conversation starter to help you feel confident making the request. And to back you up—here are a few data points that work in your favor:

  • Confident requests are more likely to be approved, especially when paired with a clear rationale.

  • 83% of organizations say they want employees to take ownership of their professional development—and will support those who do.

Email or Conversation Starter

Subject: Request to Expense Leadership Development Membership

Hi [Manager's Name],

I recently joined a leadership development platform called Lead Forward HQ, which offers coach-supported tools to help leaders like me grow through practical lessons, small-group classes, and coaching.

The platform is designed specifically for working managers and emerging leaders, with flexible learning I can apply right away. It includes:

  • Lessons and tools for real-world leadership challenges

  • Monthly live classes with expert coaches

  • Access to 1:1 coaching and a supportive peer community

I believe this will help me contribute more effectively by [insert tailored benefits: improving hiring/onboarding, retaining top talent, better team communication, etc.].

The cost is [$XX/month or $XXX/year], and I’d love to explore whether it can be expensed as part of our professional development approach.

Thanks for considering,
[Your Name]

Congratulations! Advocating for your development is a leadership skill in itself. Whether the answer is yes, no, or maybe later - you’ve taken a meaningful step toward owning your growth.