Professional Leadership Cohort™ is a 14-week development experience for organizations investing in 6–8 professionals. It combines leadership assessment, private coaching, and cohort learning to strengthen leadership and relational judgment, communication, influence, and impact.
Powered by the EDGE Framework™, the experience incorporates HEAT™ to recognize and interrupt behavioral patterns and uses TLC™—Time-Leverage Coaching and Time-Leverage Conversations—to create focused, developmental moments throughout cohort training and private coaching.
Develop your leadership pipeline through Individual insight and shared learning
Professional Leadership Cohort™
Professional Leadership Cohort™ supports established leaders, emerging leaders, and experienced individual contributors whose responsibilities require sound judgment, credible communication, and influence across teams.
➜ Understand how their leadership is experienced and recognize the strengths they can leverage more intentionally
➜ Identify and interrupt reactive leadership habits, particularly under pressure and in high-stakes situations
➜ Strengthen judgment and decision-making in complex organizational environments
➜ Expand perspective and improve communication, influence, leadership impact, and effectiveness
➜ Identify and interrupt reactive leadership habits, particularly under pressure and in high-stakes situations
➜ Strengthen judgment and decision-making in complex organizational environments
➜ Expand perspective and improve communication, influence, leadership impact, and effectiveness
Participants Will:
Who This Experience is For:
➜ Pre-Assessment Orientation — 60 Minutes
Guidance through the Leadership Circle Profile® assessment process, including feedback-participant selection to support comprehensive and well-rounded perspectives, assessment expectations, confidentiality, and preparation for the engagement.
➜ Leadership Circle Profile® 360° Assessment
A structured process for obtaining confidential multirater feedback and completing the individual assessment. Multirater feedback is anonymized in the assessment results.
➜ Leadership Lens Debrief — 90 Minutes
A personalized session to review and interpret the assessment results; identify leadership strengths, creative competencies, reactive tendencies, and behavioral patterns; and explore the implications for the participant’s leadership.
➜ Leadership Development Planning and Integration
Development of a personalized leadership-development plan, with ongoing integration and refinement throughout the experience.
➜ Four Private Coaching Sessions
Focused coaching conversations that translate assessment insights into actual leadership situations, decisions, relationships, and behavioral commitments.
➜ Six Cohort-Development Sessions
Confidential small-group development sessions designed to deepen leadership judgment, expand perspective, strengthen communication and influence, and support practical application.
➜ Curated Resources
A copy of the Leadership Circle Profile® Interpretation Manual, together with curated leadership articles, reflection prompts, and development resources supporting the themes explored during the engagement.
➜ Written Integration Insights
Documented insights following private coaching conversations to support continued reflection, application, accountability, and development.
Participation Expectations:
Participants commit to consistent attendance, active engagement, and respect for confidentiality. The experience requires openness to feedback, thoughtful reflection, and applying new approaches between sessions. Each participant takes responsibility for translating learning into deliberate changes in how they decide, communicate, and lead.
Guidance through the Leadership Circle Profile® assessment process, including feedback-participant selection to support comprehensive and well-rounded perspectives, assessment expectations, confidentiality, and preparation for the engagement.
➜ Leadership Circle Profile® 360° Assessment
A structured process for obtaining confidential multirater feedback and completing the individual assessment. Multirater feedback is anonymized in the assessment results.
➜ Leadership Lens Debrief — 90 Minutes
A personalized session to review and interpret the assessment results; identify leadership strengths, creative competencies, reactive tendencies, and behavioral patterns; and explore the implications for the participant’s leadership.
➜ Leadership Development Planning and Integration
Development of a personalized leadership-development plan, with ongoing integration and refinement throughout the experience.
➜ Four Private Coaching Sessions
Focused coaching conversations that translate assessment insights into actual leadership situations, decisions, relationships, and behavioral commitments.
➜ Six Cohort-Development Sessions
Confidential small-group development sessions designed to deepen leadership judgment, expand perspective, strengthen communication and influence, and support practical application.
➜ Curated Resources
A copy of the Leadership Circle Profile® Interpretation Manual, together with curated leadership articles, reflection prompts, and development resources supporting the themes explored during the engagement.
➜ Written Integration Insights
Documented insights following private coaching conversations to support continued reflection, application, accountability, and development.
Participation Expectations:
Participants commit to consistent attendance, active engagement, and respect for confidentiality. The experience requires openness to feedback, thoughtful reflection, and applying new approaches between sessions. Each participant takes responsibility for translating learning into deliberate changes in how they decide, communicate, and lead.
What the 14-week Experience Includes for Each Participant
What the Benefits are for Organizations:
➜ Professional Leadership Cohort™ gives organizations a structured way to develop multiple professionals while preserving the depth and personalization of private coaching.
➜ The experience supports stronger judgment, communication, accountability, leadership consistency, employee engagement, and alignment with organizational values, ethical expectations, risk-management priorities, and compliance obligations.
➜ It is particularly valuable for organizations that want development to produce visible workplace application—not simply increased awareness.
Organizational Alignment and Progress:
At the outset, Coaching Edge and the organizational sponsor agree on development priorities, indicators of progress, and the scope of sponsor updates.
Updates may include participation, shared learning themes, and recommendations for continued development. Reporting boundaries are established with participants before the experience begins. Private coaching conversations and individual assessment results are not included in routine sponsor updates.
— K Younger, Network Director, Patient Financial Services | Wyoming