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      <image:title>Oxygen Blog - How ACS South Built Better Managers Through Cohort-Based Training</image:title>
      <image:caption>That’s exactly what happened at ACS South, a 140-person flooring installation company with a strong promote-from-within culture. CEO Joe Santagata, COO Ed Camp, and Director of HR George Garcia all saw the same thing: their best people were stepping into management roles and struggling with the people side of the job. “We promoted strong performers into leadership roles, and we wanted to help them mature in the people side of the job,” said Ed Camp, COO of ACS South. “Things like communication, confidence, and tough conversations.” George Garcia, Director of HR, saw it play out during performance reviews and everyday employee conversations. “Difficult conversations are hard for anyone,” Garcia said. “And many managers don’t realize where they need support until they’re in the middle of those moments.”</image:caption>
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      <image:caption>Whatever it is, the way you tell your story online can make all the difference.</image:caption>
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      <image:caption>And importantly, by the midpoint review, no one rated themselves “Poor” in any skill area. Every manager made measurable progress.</image:caption>
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      <image:caption>When asked “Compared to before the training, what are your key strengths as a manager now?” participants highlighted: Improved structure and organization. Better at planning, prioritizing, and managing workloads Stronger communication skills. Clearer in setting expectations, giving feedback, and reducing misunderstandings Greater confidence in having difficult conversations. More willing to address tough situations Better listening and questioning. Leading to more engaged and informed conversations Applying SMART goals and data-driven decision making to improve performance Increased empathy and understanding. Maintaining strong relationships with the team Improved delegation. More confident in distributing tasks effectively Stronger focus on accountability and personal development These comments reflect not just tactical improvements, but deeper shifts in mindset and confidence.</image:caption>
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      <image:caption>One of the standout themes from participants was the power of learning alongside peers. Managers highlighted: Role-playing tough scenarios as a safe space to practice Cross-functional insights that broadened their perspective Hearing peers’ challenges as a way to normalize their own struggles Facilitator quality as keeping sessions practical and engaging As one participant noted: “Role-playing helped me feel confident in real situations. Practicing was uncomfortable at first, but it is what made the learning stick.” This kind of cohort-based learning differentiates Oxygen’s approach. Managers do not just learn concepts in isolation. They test, reflect, and grow together.</image:caption>
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