You don't need an enterprise transformation program. You need your managers communicating, aligning, and following through — starting this quarter. Leadership Cohorts are fixed-scope, fixed-price accountability programs built from the same frameworks we deliver inside national labs and defense manufacturers, sized for one team at a time.
Book a Scoping Call 30 minutes. You'll leave with a fixed price and an honest fit assessment.You know the cost, the calendar, and the deliverables before you sign. No open-ended consulting meter, no scope creep, no surprise phase two.
Your whole management layer learns the same language and tools at the same time — so accountability becomes how the team works, not a skill one manager brought back from a workshop.
Every cohort starts with a baseline and ends with a re-measure. You see what changed in the numbers — and the re-measure tells you honestly whether to go deeper or whether you're done.
Both are built from the proven Drama-Free Workforce™ programs. Both end with a re-measure and a recommendation you can act on with or without us.
Final pricing depends on cohort size and delivery format (on-site vs. virtual). The scoping call ends with a fixed number.
If you've taken the free Team Accountability Snapshot or an AIR, match your pattern below. If you haven't, the scoping call gets there in 30 minutes.
| What you're seeing | What it usually is | Where to start |
|---|---|---|
| Everyone knows what should happen; nobody says anything when it doesn't | A courage problem — accountability conversations aren't happening | Cohort 90 (OwnUp!® conversations focus) |
| Hard conversations happen, but about the wrong things; priorities shift weekly | A clarity problem — strategy isn't surviving the trip to the front line | Cohort 90 with a priority-cascade emphasis, or talk to us about LeadOn! for the senior team |
| Feedback flows but nothing changes; your best people are watching non-performers coast | A culture problem — consequences aren't consistent | Cohort 180 (the senior-team coaching matters here) |
| All three, across multiple departments, and it's showing up in margin | A systemic problem | Start with an AIR — you may need the Execution System, and the AIR will tell you |
What happens at day 90 — honestly: the re-measure shows what moved. Sometimes the answer is "you're done — here's your sustain plan." Sometimes it's "this worked; the tier above you is now the bottleneck." We'll tell you which, with the scores in hand. Stopping after one cohort is a legitimate outcome, and we'll say so when the scores support it.
No. Cohorts include their own baseline measurement of the tier being trained. The AIR is broader — it measures across tiers and prices your full Drama Tax™ — and it's the right first step if you're not sure where the problem lives. If you already know which team is struggling, start with the cohort.
Plan on 2–3 hours per week during program weeks: live sessions plus applying the tools to real work already on their plate. The working sessions use your team's actual handoffs and conversations, so most of the "homework" is work they had to do anyway — now done differently.
Jennifer T. Long, Master Coach and author of Own Up! How to Hold People Accountable Without All the Drama, leads program delivery. Between sessions, leaders have access to DramaFree AI — 24/7 coaching built on the same methodology.
Our programs are built to show measurable movement in 30–90 days, and the cohort structure is designed around that window: baseline at day 0, visible behavior change by mid-program, re-measure at day 90. That's the same claim we make everywhere on this site, and the re-measure is how we keep ourselves honest about it.
A cohort works at any size as a starting point or a pilot. But if the breakdown spans multiple tiers and functions, measuring first is worth it — see the AIR and the Execution System.
Book a 30-minute scoping call. You'll leave with a fixed price, a start date, and an honest answer about whether a cohort fits — including "not yet" if that's the truth.
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