Senior leaders don't need more programming. They need a smaller number of higher-quality inputs. A seat is eight things — and one of them will pay for all of it.
The eight components
Groups of 5–6, matched on onboarding data and the one monthly window you can reliably protect. Hot seat rotates: introduce your problem, 20–30 minutes of questions, 60 minutes solving.
Location-agnostic, real-time peer help on the hard stuff — layoffs, comp, restructures, board dynamics. Insurance for better decision-making, under NDA, every day of the year.
Comp bands, layoff comms plans, AI policies, performance frameworks, RTO memos — real artifacts from real companies. Every member contributes one at onboarding, so the Vault is stocked from day one.
One poll question a month: "What's your biggest challenge right now?" We find the expert solving it — often from 300+ former MPL guests — and host an off-the-record session. Questions submitted ahead; office hours after.
1:1 at onboarding and annually, and bookable office hours whenever you actually have a problem. Your onboarding data powers proactive intros: comp philosophy is your priority? Meet the member who just rebuilt theirs.
We plug board members into the most desired open CPO roles — and actual board seats — we hear about across the network. The seat beyond this seat.
One flagship gathering per year, plus small member dinners in key cities — both attached to MPL Live. Virtual for the work, in person for the bond.
Hand two peers a skip-the-waitlist invitation straight to the interview. A successful invitation earns you a renewal discount.
Your first 30 days
A conversation with Daniel: what you're navigating, what you'd bring to the room.
NDA signed. Competitors listed. One template contributed. Your monthly window locked.
A structured intro in the Boardroom, plus a proactive 1:1 peer intro from Daniel based on your stated priority.
Your first board meeting, with 5–6 peers matched on your priorities and your calendar.
The annual rhythm
Trust guardrails
Signed at onboarding, before you post a word. What's said in the Boardroom stays in the Boardroom.
Ever, in the same room. It's structural, not aspirational — and it's part of what you're paying for.
Nobody sells in the Boardroom. Nudge, warning, then the seat — in that order.
Dues are discussed in the interview. We don't publish member names or show you inside the room — confidentiality is the product.