Leadership Cohort
Group-based leadership development in times of transition and complexity.
Leadership doesn’t happen in isolation.
Many of the challenges leaders face are shared — even when they feel deeply personal.
Leadership cohorts create a structured space to think, reflect, and grow alongside others navigating similar levels of responsibility, complexity, and change.
This work supports leaders who benefit from shared perspective, collective intelligence, and facilitated reflection — without losing depth or nuance.
What this work supports
This is not group coaching as performance optimisation or peer therapy.
It’s about developing steadiness, perspective, and leadership presence in dialogue with others — learning how to think clearly, communicate responsibly, and lead well in complexity.
Participants often come to this work when they are:
stepping into expanded leadership responsibility
navigating ambiguity, pressure, or transition
wanting to learn from others without comparison or competition
seeking perspective beyond their immediate organizational context
carrying responsibility that feels isolating
How I work
I don’t offer one-size-fits-all leadership models or external playbooks.
The work starts with what is actually present:
the role you’re in
the system you’re part of
the responsibility you carry
The work is reflective and practical, grounded in real contexts, and attentive to power, culture, and dynamics.
The aim is not confidence for its own sake — but orientation, perspective, and grounded presence.
What we might work on
Depending on the cohort and context, sessions may explore:
leadership presence and decision-making in complexity
difficult conversations, feedback, and boundaries
navigating authority, power, and role clarity
values-led leadership and identity
cross-cultural or systemic tensions
patterns that repeat across individuals and systems
While themes are shared, each participant engages from their own context.
The group becomes a resource — not a template.
Who this work tends to serve well
While this work is not defined by demographics, it often resonates most with leaders who experience complexity not just in what they do, but in how they are positioned.
This includes people who:
lead across cultures, countries, or value systems
feel different from dominant leadership norms
are highly perceptive, reflective, or sensitive to context
navigate authority alongside questions of identity
carry responsibility without much structural support
Many of the people I work with are women, international leaders, or individuals who don’t neatly fit existing leadership models — though the work itself is not limited by role, identity, or background.
Group settings work particularly well for leaders who value reflection, dialogue, and learning through shared experience — and who are willing to engage thoughtfully with others.
Format
Cohort-based group program
Small group size (to allow depth and trust)
In English, German, or French
Online or in person (context-dependent)
Fixed duration (e.g. 8–12 weeks, defined per cohort)
Each cohort is intentionally composed and facilitated.
Scope, rhythm, and focus are clarified in advance.
Where to start
If you’re unsure whether this is the right entry point, we start with a conversation.
Often, the appropriate format becomes clear once we understand the context and the kind of transition taking place.