Leadership Development

Courses, cohorts, and residential retreats that go deeper than conventional approaches

Leadership development often involves training that offers new tools, frameworks, and mental models. That can help solve some problems - and it has, for me and others I’ve worked with. 

But does the work of leadership require more? 

Through my own experience as an executive, and by coaching and advising others, I've seen that the most difficult challenges facing senior leaders today are not technical. They are complicated and complex. They don't have a quick fix. They're systemic, but the impact is personal. They require people to adapt and shift their mindsets, not just their behaviors — even when the path forward is unclear. 

That often asks people to question or change their values, beliefs, identity, and how they make sense of their experience. It involves loss. And letting go.That requires learning not just what to think, but how to think — and how to see. Problem seeing, not just problem solving.

My leadership development work builds on that. The most meaningful growth happens not just through instruction but through tension. My role is to design and hold a space that balances challenge with support — where people can remain curious a little longer, learn from and with each other, even when it's difficult, uncomfortable, or unsettling. After all, leadership begins where certainty ends.

Storytelling is one way in. Leaders often discover the power of their own stories — how they shape meaning; connect others to a shared mission, vision, or values; and reveal what's really going on beneath the surface. Sometimes that happens through examining case studies about how other leaders navigated impossible dilemmas: what they saw, and what they missed. Sometimes it involves presenting our own challenges or failures and inviting other perspectives in. And sometimes the most instructive story is the one unfolding live in the room — in the dynamics between us, right here, right now.

But stories don't only come from case studies or personal reflection. They also come from art. From novels and films. These can help leaders explore things that other methods struggle to address: the anxiety of not knowing, the losses no one names, the weight of holding responsibility for others when it's hard to contain it yourself.

The courses and cohorts I offer are designed for leaders who are ready to go there. I don't have all the answers. But I can offer a space that brings theory and lived experience together — in ways that are rigorous, experiential, and sometimes unexpected — so we can learn together.

Get in touch to explore what this might look like for you or your team

Common Questions

  • These courses and cohorts are designed for senior leaders — typically at the VP level and above — who sense that the most important challenges they face aren't solved by better frameworks or more information. If you're holding something you weren't trained to carry, or leading through complexity that doesn't resolve cleanly, this work was built with you in mind.

  • The formats vary. Some are small cohorts that meet over several months, working through a shared set of novels or films as a lens for leadership. Some are intensive residential experiences. All of them combine theoretical grounding with experiential learning — which means you won't just be absorbing ideas, you'll be working with them alongside others in real time. The live dynamics of the group are often part of the material itself.

  • It is, intentionally. Certain things are easier to see in a story than in a case study or a framework. Fiction can hold ambiguity, loss, and moral complexity without rushing toward resolution — which is exactly what senior leadership asks of people. Art gets at things that other methods struggle to reach.

  • Yes. The texts are the shared ground we work from, so engagement with them before we meet matters. That said, there's no single right reading — part of what makes these courses useful is bringing different interpretations into conversation with each other.

  • Coaching is one-on-one and typically focused on your specific challenges, goals, and development. These courses are cohort-based — the learning happens in relationship with others, and the group itself is part of what you're learning from. Some participants do both; they're complementary, not interchangeable

  • The best first step is a conversation. Get in touch and we can explore whether any current or upcoming offerings are a good fit for where you are.