Executive Leadership Cohort · with Craft of Coaching
You've spent years being the person with the answers. What if the next stage of your leadership is knowing what to let go of?
A twelve session executive leadership cohort from BOSS and Craft of Coaching, built on original doctoral research and a proven framework: Let Go. Build Capacity. Accelerate.
- Launches
- Coming soon
- Seats
- Twelve. On purpose.
- Investment
- $5,500
The moment
There's a moment every senior leader knows
You ask a direct question in a meeting, and everyone agrees with you. Too fast. Too easy. Nobody pushes back, nobody raises the real concern. Later, in the hallway, in the group chat you were never invited into, the truth comes out. Somebody already knew the plan would not work. They just did not say it to you.
That is not alignment. That is a team that has learned it is not safe to disagree with you out loud.
Or maybe it is this. You have said the same thing three different ways, in three different meetings, and somehow it still is not landing. Your team nods along. Then they go do something else entirely. You start to wonder if the problem is them. It is not. Nobody ever taught you how to communicate in a way that actually changes behavior, only in a way that sounds right in the room.
Or this. There is a conflict everyone can see, except the two people who need to have it. You have watched it fester for months. You have hoped it would resolve on its own. It has not. It never does. Every day it goes unaddressed, it costs you a little more trust, a little more performance, a little more of the team you thought you were building.
Trust. Communication. Conflict. Three words. If you are honest, at least one of them is quietly costing you right now. More turnover than you will admit to your board. More hours spent managing feelings instead of outcomes. More talented people who quietly stopped bringing you their best thinking, because at some point, it stopped feeling worth it.
Here is the hard part. None of this is a character flaw. You were never taught how to fix it. You were taught how to get promoted for being the person with the answers, not for building a team that does not need you to have all of them.
That is not your fault. But fixing it is now your responsibility.
Why trust this
Built on research, not guesswork
My name is Dr. Lawrence Henderson. Before any of this, I spent years in the United States Army, where I was awarded the Bronze Star twice, and where I learned that the leaders people actually follow into hard places are not the ones with every answer. They are the ones who built a team that trusts each other enough to move without them.
I brought that lesson into more than two decades of senior leadership, then spent years researching it formally for my doctorate, because I wanted to know, with data, not just instinct, what actually separates leaders whose teams trust them, communicate under pressure, and work through conflict, from leaders still doing all the heavy lifting alone.
What the research found
- 80%
- of participants said trust in their leader was the single biggest driver of whether they stayed engaged at work. Not compensation first. Trust first.
- 75%
- said the biggest thing holding their teams back was not a skills gap. It was collaboration that nobody had actually designed, just hoped for.
- 1 pattern
- kept surfacing across nearly every interview: micromanagement, the very thing leaders do to protect quality, was the thing most directly killing the engagement they were trying to protect.
That research, a qualitative case study of 34 leaders across healthcare, technology, higher education, government, pharmaceuticals, and consumer goods, is the foundation for everything in this cohort.
The offer
Introducing the COC Executive Cohort
A twelve session leadership series from BOSS and Craft of Coaching, built entirely around three moves, always in this order. Not a keynote. Not a certificate you hang on a wall. A working, twelve session system, built for senior leaders who are done guessing, and ready to actually measure the difference.
- 01
Let Go
Diagnose exactly where your own control, your own habits, your own unspoken assumptions are the bottleneck, and replace them with real trust infrastructure. Tools like the Monthly Trust Audit, so trust stops being a vibe and becomes something you can actually build, and repair.
- 02
Build Capacity
Install the coaching and communication disciplines that make your team capable of handling what you used to handle for them. The Four Question Coaching Cadence. Decision Rights Maps that end the ambiguity that has been slowing you down for years.
- 03
Accelerate
Get the systems, the rhythms, the muscle memory that make all of this stick after the twelve sessions end, not fade in ninety days the way most training does.
Who this is for
One specific kind of leader
Director level and above. Someone already good at their job, who knows, quietly, that good is not the same as sustainable. Someone tired of being the bottleneck, tired of rescuing people who could rescue themselves, tired of conversations that go in circles instead of somewhere real.
If you are looking for easy answers, or a room to hide in, this is not for you.
If you are ready to look at your own numbers, in front of a small group of peers carrying the same weight you are, and do something about what you see, keep reading.
The experience
What actually happens in the room
Every other week, for twelve sessions, ninety minutes each, you sit with a small group of senior leaders carrying that exact same weight. Not a classroom. Not a webinar you half watch with your camera off. A real working cohort, facilitated in pairs by ICF credentialed coaches who have done this work inside organizations like Pfizer, Clorox, the U.S. Navy, and USDA. People who have sat exactly where you are sitting, and who will not let you leave a session with a nice idea instead of a tool you actually use.
- 12 bi-weekly, 90-minute sessions, each built around one focused leadership discipline
- Small working breakout groups within every session, never a lecture
- A dedicated Senior Trainer and Co-Facilitator for every session
- The full BOSS Leadership Assessment, completed at Session 1 and again at Session 12
- A full-day, in-person Culminating Event and Leadership Showcase to close the cohort
- Access to a shared library of every tool, worksheet, and framework used in the series
The proof
You will take the same 35-item leadership assessment at Session 1 and Session 12, so you are not guessing whether this worked. You will see it, in your own numbers, across trust, autonomy, coaching, emotional intelligence, collaboration, and engagement, not just in how you felt walking out of the room.
Next-day tools
Every tool you learn, you use the next day. Not someday. Not after a certification. The next day, in your next one on one, in your next hard conversation, in the next moment your team is waiting to see whether you will rescue them again, or finally hand them the wheel.
Organization names describe past engagements and are used for identification only. They do not imply endorsement, sponsorship, or affiliation.
Our promise
In writing, before you ever say yes
- Engagement and Alignment.
- You and your team understand exactly why this work matters, and what part is yours.
- Ownership and Accountability.
- What gets committed to in the room becomes action between sessions, not another good intention that evaporates by Monday.
- Speed to Trust.
- Real conversations, and real change, should not take you three years to get to.
We do not measure success by attendance. We measure it by completion. That is the whole point.
Questions
Asked every time
I do not have time for one more thing.
Neither did anyone in this research, which is exactly why ninety minutes, every other week, beats another eight-hour offsite you forget by Friday.
I have done leadership training before, and it did not stick.
This is not training. It is a system, measured twice, at Session 1 and Session 12, so you know whether it worked, because you will see it in your own numbers, not just in how you felt in the room.
What if I have to miss a session?
Talk with your facilitator pair as soon as you know. Session materials and tools are shared with the full cohort so you are never starting the next session cold.
Is this virtual or in person?
Sessions are held virtually, camera on, every other week, with one full-day in-person Culminating Event to close the cohort.
How is this different from an executive coach or a leadership book?
A book does not know your numbers. A single coach does not put you in a room with four other leaders carrying your exact weight. This cohort does both: personal diagnostic data, and a working peer group, at the same time.
Logistics & enrollment
Twelve seats. On purpose.
- Launch date
- Coming soon
- Format
- 12 sessions, bi-weekly, 90 minutes each, plus a full-day in-person Culminating Event
- Cohort size
- Limited to 12 participants
- Investment
- $5,500
- Who it's for
- Director-level leaders and above
Seats are limited to twelve, on purpose. This only works as a small, real working group, not a room full of spectators. Enrollment closes several days before the cohort launches, so your welcome packet and baseline assessment can go out in time for you to walk into Session 1 already ahead.
When those twelve seats are gone, they are gone until the next cohort.
from your phone
Questions before you enroll? Reach the BOSS team.
You've spent years being the person with the answers. This is where you build the team, and the version of yourself, that does not need you to be.
Enrollment opening soon. Twelve seats.
Enroll todayBOSS (Business Operational Support Services, LLC) in partnership with Craft of Coaching.