From Task Manager to Team Leader: How Oxygen Helped Mark Boulger Rethink Management
Overview
Strong managers aren’t just born—they’re built.
In this blog, we share the story of Mark Boulger, a high-performing Senior Installation Manager who transformed his leadership approach through Oxygen’s Management Essentials program.
From rethinking the purpose of one-on-ones to learning how to build psychological safety and empower team ownership, Mark’s journey illustrates the power of structured, cohort-based training. His experience is a reminder that leadership isn’t about having all the answers—it’s about having the tools, support, and self-awareness to grow alongside your team.
Whether you’re developing new managers or rethinking your company’s approach to leadership training, Mark’s story offers actionable insights and a compelling case for investing in your people.
Key Takeaways
What happened when a high-performing project manager joined Oxygen’s Management Essentials program
How structured management training improved psychological safety, trust, and decision-making on Mark’s team
The role of cohort-based learning in exposing managers to cross-industry insights
Why taking care of yourself is a leadership skill, not a luxury
One question every manager should ask themselves to assess their readiness to lead
From Task Manager to Team Leader: How Oxygen Helped Mark Boulger Rethink Management
When Mark Boulger received an email from HR saying he’d been enrolled in a manager training program, he didn’t quite know what he was signing up for.
“This sort of just fell in my lap,” he recalled. “I got an email from HR that said, ‘You’ve been enrolled in this thing.’ I had no idea what to expect. but it turned out to be one of the most valuable trainings I’ve ever done.”
Mark was working as a Senior Installation Manager at ACS South when he joined Oxygen’s Management Essentials program, led by executive coach Michael Knouse. The program, designed to help high-potential managers lead with confidence and clarity, quickly became a turning point in how Mark approached his work, his team, and his role as a leader.
Rethinking What It Means to Be a Leader
Before joining the program, Mark already had years of experience managing people in construction and operations roles. But the way Michael structured the course helped him shift from task management to people leadership, which is often what many companies fail to teach newly promoted managers.
“A lot of people get into management thinking they’re inspiring a team just by having the title. That’s not the case. Your importance is only defined by the impact you have.”
One of the program’s core frameworks focuses on the balance between three pillars: taking care of your people, taking care of the business, and taking care of yourself. It was this third pillar that hit home for Mark.
“Michael explained it in a way that didn’t feel vain or selfish. Taking care of yourself isn’t optional; it’s essential. You can’t lead others if you’re constantly running on empty.”
From Psychological Safety to Team Ownership
For Mark, one of the most powerful outcomes of the program was learning to create psychological safety on his team: a foundational skill for any effective manager.
“My team has become more independent and confident. They know I trust them to make decisions, and that we’ll work through challenges together.”
That mindset came from structured practice. Under Michael’s guidance, Mark was encouraged to increase the number of one-on-ones and shift his focus from approvals and oversight to relationship building and strategic coaching.
“Now I do more team huddles and one-on-ones, and I feel like it drives energy for them. It makes people feel seen.”
This kind of shift is exactly why manager development matters. The ripple effects of a more empowered, supported team can be felt across culture, retention, and performance.
The Power of Learning with Peers
Oxygen’s cohort-based model creates community among managers from different industries and backgrounds, which was a unique benefit that stood out to Mark.
“We had people from all walks of life. Some were tech-savvy entrepreneurs, others came from a blue-collar background like me. But everyone was dealing with the same challenges. That’s when it really hit me: leadership is leadership.”
This diversity of perspective helps managers break out of silos, build empathy, and strengthen their problem-solving skills. All of which are key ingredients for long-term growth and performance.
“Even in leadership, you need practice. You can’t expect to grow without structure and training. This program gave me both.”
One Question Every Manager Should Ask
When asked what he’d say to a manager who’s considering the program, Mark didn’t hesitate.
“Ask yourself this: how comfortable are you going on vacation knowing your team will own it? If the answer is ‘not very,’ you probably need this program.”
That clarity and confidence didn’t come from theory alone. It came from real-world application, supportive peers, and a coach who understood the realities of leadership in fast-moving, high-pressure roles.
Why Companies Can’t Afford to Skip Manager Development
Mark is one of hundreds of managers who’ve completed Management Essentials. His story reflects a broader truth: when companies invest in their managers, the impact is felt across the business.
“Whether it’s for PR or performance, investing in your people pays off. If you’re not developing your managers, how can you expect them to succeed?”
At Oxygen, we’ve seen again and again how structured training turns overwhelmed managers into confident, capable leaders. That’s why we’re building a new standard in management development: one grounded in peer learning, practical skills, and results that last.
Ready to empower your managers?
→ Explore the Management Essentials program
→ Join our next cohort starting September 25
