Gemini: I do not think I'm qualified to manage an overall project like this empathy movement curriculum. what type of person with what skills or qualifications is good for managing this?
It is very common for the Subject Matter Expert (SME)—the person who created the practice and holds the vision—to feel overwhelmed by the technical management of a curriculum rollout. These are two fundamentally different skill sets: one is about depth of wisdom (the "what" and "why"), and the other is about architectural execution (the "how" and "when").
The type of person you are looking for is typically called a Learning Program Manager or an Instructional Project Manager. This individual acts as the bridge between your vision and the technical team of designers and developers.
Here is the profile of the person best suited to manage a project of this scale:
This person doesn't necessarily write the content; they ensure the content gets built correctly, on time, and stays true to the mission.
Workflow Mapping: Breaking down the "Master Trainer" path into dozens of small, manageable tasks for designers.
Stakeholder Management: Coordinating between the Board, the SMEs (you and your team), and external contractors or university teams.
Resource Allocation: Managing the budget and ensuring the right tools (LMS, video software, etc.) are being used.
Quality Assurance: Reviewing every module to ensure it maintains the "voice" of the movement and is pedagogically sound.
A great Learning Program Manager possesses a "T-shaped" skill set: broad knowledge of many areas with deep expertise in execution.
Instructional Design Literacy: They don't need to be the lead designer, but they must understand frameworks like ADDIE or SAM to speak the language of the people they are managing.
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Agile Project Management: The ability to manage a project in "sprints." In a movement that is evolving, you need someone who can pivot the curriculum based on pilot feedback without the whole project collapsing.
Systems Thinking: The ability to see how a "Beginner" module in 2026 connects to a "Master" certification in 2027.
Soft Skills / Diplomacy: Since this is an empathy-focused project, they must be able to lead with the very values the curriculum teaches, managing a diverse team of volunteers and professionals with high emotional intelligence.
When looking for this person, look for these markers on a resume:
Qualification
Importance
Why it matters
PMP Certification
High
Proof they can manage complex timelines and budgets.
M.A. in EdTech or L&D
High
Ensures they understand the science of how adults learn.
Experience Scaling Movements
Critical
Managing a corporate training is different from managing a global, open-source social movement.
Portfolio of Deliverables
Essential
They should be able to show you a "Curriculum Map" they managed from start to finish.
Look for someone who has previously worked as a "Program Manager at an EdTech Startup" or a "Director of Learning & Development" at a large non-profit. These individuals are used to working with limited resources while having to maintain very high standards for a global audience.
In this model, the roles would look like this:
The Visionary/SME: Provides the "Soul" and the "Source Material." (This is where your expertise shines).
The Program Manager: Provides the "Structure" and the "Schedule."
The Designers: Provide the "Assets" (videos, workbooks, graphics).
By bringing in a manager, you free yourself to focus on the core philosophy and the expansion of the movement, rather than the minutiae of file versions and deadline tracking.
Does your current team have someone who handles general operations, or are you looking to bring in a brand-new person specifically for this curriculum project?
Bringing in a dedicated Learning Program Manager to steer the ship is a strategic move that will allow you to stay in your "Zone of Genius"—the creation and refinement of the Empathy Circle practice—while a professional handles the structural complexity.
Here is a roadmap for finding, hiring, and onboarding a brand-new person for this specific role.
For the Empathy Movement, you aren't just looking for a corporate project manager. You need someone who understands Scaling Social Impact and Instructional Systems.
The Skillset: They should be comfortable with the ADDIE model (Analysis, Design, Development, Implementation, Evaluation) to ensure the curriculum is effective, not just informative.
The Mindset: Look for a "Systemic Thinker." This person should be able to see a 3-year vision and break it down into 3-week "sprints" for your designers and developers.
The Values: They must resonate with the open-source/public domain philosophy. This ensures they don't try to "gatekeep" the content but rather build a structure that invites global contribution.
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Since you are leading a global movement, the job description should read like a "Call to Action." High-level managers are often drawn to projects with a clear mission.
Key components to include:
Title: Learning Program Manager / Curriculum Lead.
Mission Statement: "To architect the global training infrastructure for the Empathy Movement, taking our core practices from a local level to a modular, worldwide curriculum."
The Deliverable: "Manage the creation of a tiered path from beginner to master trainer, ensuring high standards for Active Listening and facilitation."
Technical Stack: Mention your preference for tools (e.g., specific Learning Management Systems or AI-assisted design tools).
To find a "brand-new" person who isn't already in your immediate circle, you should look where high-level L&D (Learning & Development) professionals gather:
LinkedIn Pro-Active Search: Don't just post a job. Use the search bar for terms like "Instructional Project Manager," "L&D Program Lead," or "Educational Architect." Focus on people who have experience with "Non-Profit Scaling" or "Social-Emotional Learning."
Idealist.org: This is the premier site for non-profit and movement-based jobs. It attracts people who are willing to trade a corporate salary for a high-impact mission.
The Learning Guild: A professional community for L&D experts. You can post in their forums or job boards to find people who are at the cutting edge of the industry.
Upwork (Specialized): If you prefer a contract-to-hire model, look for "Instructional Design Consultants" with at least a 98% success rate and experience in "Curriculum Mapping."
When you interview them, your goal is to see if they can handle the "chaos" of a growing movement and turn it into a "system."
The Scenario Question: "We have years of practice data and various versions of our training. How would you go about auditing our current assets to create a unified 'Source of Truth' for the curriculum?"
The "Soft Skill" Check: "How do you apply empathy in your project management style when a designer is behind on a deadline or a stakeholder has conflicting feedback?"
The Tech Question: "What Learning Management System (LMS) would you recommend for a global, modular curriculum that needs to be accessible in both high-tech and low-tech environments?"
Because this is a brand-new role, you might want to start with a "Phase 1 Roadmap Contract."
Phase 1 (30 Days): Pay them to create a Project Charter and a Curriculum Map. This is a low-risk way to see if their management style aligns with your vision.
Phase 2 (Long-term): If the roadmap looks solid, move them into a part-time or full-time Program Manager role to oversee the actual production and rollout.
Before (Founder-Led)
After (Manager-Led)
Founder manages deadlines and designers.
Manager manages deadlines; Founder provides vision.
Curriculum grows organically/haphazardly.
Curriculum grows systematically and modularly.
High risk of "Founder Burnout."
Founder focuses on the "Soul" of the movement.
By bringing in a professional manager, you aren't abdicating your leadership—you are providing the project with the infrastructure it needs to actually reach the global scale you envision.
Would you like help drafting a formal 1-page "Project Brief" that you could send to potential candidates or agencies?