They both have value.

When we coach, it’s usually for specific positions (CEO, VP, Director, Manager, Supervisor) with specific needs for personal or professional development.

Cohorts are more focused on education on specific subject areas. Research on cohort systems at MIT, Harvard, Johns Hopkins, and other universities show higher value in learning and application. When we began experimenting with this early on, we saw the following benefits of cohorts:

1. A higher success rate. Self-paced courses have a feeble 5-15% completion rates, but cohort-based courses have a 70% completion rate.
2. Engagement. Students can ask questions and get answers. If they feel demotivated, their peers will help them stay the course.
3. Built-in accountability. Being part of a cohort means other people see your progress (or lack of it). Because students know they’ll be missed when they skip a lesson or drop out, they’re more likely to push through and stay on track. Students within the cohort tend to hold one another accountable. Students from previous cohorts may also encourage the cohorts coming behind them.
4. Community and a feeling of belonging. It's not just content, it’s also about community. Students don’t feel like they’re on their own. They enjoy the camaraderie of having classmates who are on the same journey they’re on. Learning alongside a diverse group of peers who share passion for education and an intellectual curiosity develops strong bonds and a supportive learning community. These relationships establish support and sustain students beyond the program. In many cases, they become lifelong friends and partners. 
5. Ability to interact with new knowledge. The best way to learn is to talk about the new material to teach it to others. And that’s just what happens in cohort groups. When one student struggles, others offer peer coaching. They talk about the lessons, helping one another understand new material. And by helping one another, they learn the material better themselves.
6. Personalized teaching at scale. Like one-to-one coaching, cohort coaching is relatively high touch, but because we help more people in the same time, there’s synergy. For example, if one student has a question, you can be sure others have the same question. Instead of answering that question again and again for each student, when one person asks it, the entire group learns.
7. Decisiveness: More than just “knowledge transfer,” this type of program drives higher-order skills with feedback, discussion, and hands-on practice. Students leave with intensive learning experiences of analysis, evaluation, synthesis, judgment, and creativity. This drives learnings into action immediately.
8. Strength-based learning. This new way of teaching focuses on students’ strengths rather than their learning gaps. It encourages the trusting of natural abilities and expanding on them. Each cohort has its own strengths and learning styles. With cohort teaching, we can notice students’ strengths and adapt the training on the fly. We might even let the cohort guide the direction of the course, so it’s highly customized.
9. More relevant training. Because we rely on strength-based learning, the program is updated on the fly each time it’s taught. By default, the program evolves with the times and stays relevant and valuable long-term.
10. Better student support. With cohort-based courses, the entire cohort is studying the same material at the same time. This live training and Q&A sessions allow us to answer questions and introduce support materials at the exact moment students need them.

It's evidence-based on the scientific background of bestselling author, Don Schmincke. His research, expeditions, training of 30,000 CEOs, and findings of The Pacific Institue's training of over 7 million people provide a rare and exclusive industry platform. 

Every session will specifically address one or more issues with actionable ideas you can apply that week. 

Yes. If the community and curriculum is not a fit for you, just let us know.