You don't need more programming. You need a smaller number of higher-quality inputs. A seat is six things — and one of them will pay for all of it.
The six components
An NDA-protected space for candid, real-time peer help on the hard stuff — layoffs, comp, restructures, board dynamics. "I have to lay off 20 people this week and I've never done it — how do I handle it?" Answers from people who've done it, within hours.
90 minutes, every month, with the same 5–6 vetted peers. The hot seat rotates: introduce your problem, 20–30 minutes of questions, 60 minutes solving. Same group every month, so trust compounds.
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.
Need an intro to a CPO who's run a PE-backed reorg? Gut-checking a board deck? We monitor the room and make targeted connections — plus a 1:1 with Daniel at onboarding and annually, and bookable office hours whenever you actually have a problem. You're never posting into the void.
Board members get first call for MPL podcast episodes, webinar panels, and newsletter features — reach with 15,000 listeners and 16,000 subscribers. Profile-building with the exact audience that hires People leaders.
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.
Your first 30 days
A conversation with Daniel: what you're navigating, what you'd bring to the room.
NDA signed. Competitors listed. Your priorities captured. 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.