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Be Well to Lead Well: Leadership Development Cohorts
Invest in the Leaders You Want to Develop, Support, and Retain.
The Be Well to Lead Well leadership cohort helps organizations improve leadership resilience, communication, accountability, retention, and sustainable performance through a cohort-based human performance approach to leadership development.
- Reduce burnout & strengthen retention
- Improve leadership communication & accountability
- Build resilient, high-performing leaders who sustain performance under pressure
This isn’t just leadership training — it’s a sustainable leadership performance system designed to help leaders thrive at work and at home.
Why Leadership Human Performance Matters
Organizations invest heavily in technical leadership development — yet burnout, disengagement, communication breakdown, and unsustainable performance continue to impact retention, culture, and organizational performance.
Organizations that invest in leadership resilience, accountability, communication, and sustainable performance create stronger retention, healthier cultures, and more stable leadership pipelines.
70% of Employee Engagement
Managers account for approximately 70% of employee engagement.
15–20% of Payroll
Burnout can cost organizations up to 15–20% of payroll annually.
70% More Likely to Stay
Employees with workplace belonging are 70% more likely to remain with their organization.
44% Veteran Turnover
44% of veterans leave their first civilian role within one year.
Leadership human performance directly impacts retention, engagement, resilience, and long-term organizational stability.
Organizations that prioritize leadership resilience, communication, accountability, and sustainable performance are better positioned to reduce burnout, strengthen culture, improve retention, and build healthier leadership pipelines.
Why Cohort-Based Leadership Development Works
Lasting leadership development requires more than inspiration alone. Cohort-based learning creates accountability, peer support, shared experience, and ongoing implementation — helping leaders sustain behavior change and performance long after the training ends.
Unlike one-time workshops or passive learning experiences, cohort-based leadership development combines mentorship, accountability, community, and applied leadership practice to create meaningful and lasting organizational impact.
Peer Accountability
Leaders build accountability systems that improve follow-through, consistency, and implementation.
Shared Experience
Participants learn alongside peers navigating similar leadership and organizational challenges.
Sustained Behavior Change
Ongoing reinforcement supports long-term leadership habits, resilience, and sustainable performance.
Community & Connection
Cohorts create stronger trust, belonging, peer support, and organizational connection.
A Case Study: Cisco Invests in Veteran Leaders
Cisco partnered with MRx to support veteran leader retention, connection, resilience, and long-term performance through a cohort-based leadership development experience.
Like many organizations, Cisco recognized that military veterans bring exceptional leadership potential, adaptability, and mission-driven performance — but often face challenges transitioning into civilian organizational culture and sustaining long-term engagement.
The Challenge
- 44% of veterans leave their first civilian job within the first year.
- Up to 80% depart by year two.
High turnover creates costly strain on organizational continuity, retention efforts, leadership pipelines, and team culture.
The Solution
MRx and Cisco co-created a 10-week cohort-based leadership development experience led by MRx clinical experts and veteran leaders from the Navy SEAL Teams, Navy, Marine Corps, and Army.
The program combined leadership development, human performance training, peer accountability, mentorship, and community-building to help participants strengthen communication, rediscover purpose, improve resilience, and thrive both at work and at home.
Program Highlights
- 3-day in-person kickoff in Atlanta
- 8 weeks of live virtual leadership sessions
- Capstone experience in Washington, D.C.
- 90 days of post-program integration and accountability support
- Ongoing connection to a community of veteran leaders and Cisco mentors
The Outcomes
Ready to Build More Resilient, High-Performing Leaders?
How We Partner With Organizations
The most effective leadership development programs are not one-time events. Lasting impact comes from experiences that combine accountability, peer support, mentorship, applied learning, and ongoing reinforcement.
Our cohort-based leadership development approach is designed to integrate with your organization’s goals, culture, and leadership priorities while creating sustainable behavior change and long-term performance outcomes.
Phase 1 — Collaborative Discovery
We align the cohort experience with your organization’s goals, culture, leadership challenges, and desired outcomes to create a leadership development experience tailored to your team.
Phase 2 — Cohort Delivery
Leaders participate in a structured cohort experience combining in-person sessions, live virtual training, peer accountability, mentorship, and applied leadership development.
Phase 3 — Integration & Accountability
Follow-up support reinforces implementation, behavior change, accountability, and sustainable leadership performance long after the training experience ends.
Frequently Asked Questions
What makes this different from traditional leadership training?
Traditional leadership training often focuses on information delivery. Our cohort model emphasizes behavior change, accountability, human performance, resilience, peer connection, and sustainable leadership practices that leaders can apply immediately in both work and life.
Who is this leadership cohort designed for?
Our cohorts are designed for organizations looking to strengthen leadership resilience, improve retention, reduce burnout, and support long-term performance. Programs can be tailored for emerging leaders, mid-level managers, senior leaders, veteran employees, or cross-functional teams.
Can the program be customized for our organization?
Yes. Every cohort begins with a collaborative discovery process to align the experience with your organization’s goals, leadership challenges, culture, and operational realities. Cohorts can incorporate organization-specific themes, communication priorities, or leadership competencies.
Is the program virtual or in-person?
We offer flexible delivery models including in-person experiences, live virtual sessions, or hybrid formats. Many organizations choose a blended approach that combines immersive in-person kickoff sessions with ongoing virtual cohort support and accountability.
How long does the program last?
Program length varies based on organizational goals and level of support. Cohorts typically range from 6-week focused leadership intensives to 2–4 month comprehensive development programs with ongoing integration and accountability support.
What outcomes do you measure?
Depending on the organization’s goals, we can measure outcomes related to burnout risk, stress regulation, emotional regulation, leadership confidence, engagement, connection, retention indicators, and participant satisfaction. We utilize validated assessment tools alongside organizational feedback and participant reporting.
Ready to Strengthen Leadership in Your Organization?
Click to Schedule a time with our lead trainer, Dr. Theresa Larson. Together, you’ll discuss your goals for leadership development and organizational performance and how we might help you achieve them.
Contact Us
Don’t hesitate to get in touch with any questions or feedback. We’re here to help!
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