Foresight private cohorts, from Quinton Coastal
The cost of undeveloped managers never shows up on the training budget.
A private, facilitated leadership series for your managers. They bring the situations they’re stuck on, and leave each session with a decision they’re accountable for.
- Sessions Six, 2 hours each
- Length Three months
- Group 6 to 10 of your leaders
- Scheduling Around your operations
It shows up somewhere else
Your managers have likely already sat through the full-day training. What they don’t have is somewhere to bring the specific, unresolved situation in front of them right now.
- Turnover you can trace to a manager, not the work.
- Escalations that land on your desk.
- Performance conversations postponed until they become exit conversations.
- Everything routing through one overloaded person.
A course can teach a framework. It can’t tell a manager what to do about the direct report they’ve been avoiding since March.
Leadership is a judgment practice, and judgment is only built in front of witnesses.
What you’re investing in
What changes when a group of your leaders has a place to practise.
Retention
Managers who handle the hard conversation early, before it turns into a resignation letter.
Capacity beyond one person
Leaders who hand work back and let problems get solved two levels down.
Clear decisions
Managers who hold a position through disagreement, without reopening the same call three times.
A bench before you need it
Emerging leaders who build the skill before the title, not at their team’s expense.
A shared language
One framework for decisions and accountability that your leaders keep using together after the series ends.
Follow-through you can see
Every participant leaves every session with a specific commitment, and reports back at the next one.
Who to send
Three types of leaders you likely already have on your roster.
The overloaded leader
Promoted for excellence at the work, now the default escalation point for everything.
The risk: they stay indispensable in an operational role, and the strategic one goes to someone else.
The proving leader
Highly capable, but softens clear direction whenever the stakes rise. It’s invisible from the outside.
The risk: the pattern tightens with seniority. No promotion fixes it on its own.
The emerging leader
Already leading without the title, and being considered for their first management role.
The risk: they learn to lead the expensive way, through mistakes on real people.
The question to ask
Which of my managers needs leadership training?
Which of my managers could lead significantly better with a place to practise?
They don’t need to be failing. They need to be worth investing in.
How a private cohort works
- Group
- 6 to 10 of your leaders, each confirmed for fit
- Schedule
- Six 2-hour sessions over three months, timed around your operations
- Format
- Facilitated, in person, at your site or ours
- Confidentiality
- External facilitation and a closed room. Nobody sits with their own manager or direct reports.
The investment
From $2,200
Per participant, invoice and PO billing available
Private cohort pricing is confirmed on the discovery call. Twelve hours over three months is less than one badly handled conversation will cost you.
Who leads the room
Rachel, facilitator
The keeper of the room. She holds the structure and challenges with compassion, so the group gets past the surface from week one.
Victoria, co-lead
The lived-experience voice. She has sat in the chair, which makes it easier for your leaders to say the true version out loud.
Start with a conversation
Tell us which leaders you’re considering. We’ll confirm fit, and send you a one-pager you can use internally with whoever signs off.
Nothing changes until it’s surfaced.