What's Included:

• 18 hours of live group training; not pre-recorded content, not case studies from a textbook
• Complete framework curriculum applied to your specific company context: CEO Alignment, Voice of Performance, HR Operating Model, Delivering immediate AI - ROI from your Tech Stack, Listening Systems; and more at www.mytalentsherpa.com/chro-ascent-academy
• Cohort of 10 CHROs navigating the same transition; peers who understand what you're facing
• One 30-minute private hot seat session to work your specific situation
• Async community access between sessions

Ascent Academy teaches you how to survive and thrive in the actual job.

How to diagnose the mandate you've inherited. How to navigate the identity shift. How to position yourself with the board. How to build credibility with C-suite peers who learned to work around HR before you arrived.

This is operational knowledge from someone who has sat in the chair for over a decade and is recognized as a leading human capital innovator, rather than theoretical frameworks from someone who studies people who sit in chairs.

How this compares to academic programs:

Programs like Wharton's CHRO Program ($25,000+, 9-12 months) teach talent management frameworks, HR analytics, and organizational theory. They're taught by professors who study HR. The curriculum covers compensation, talent acquisition, employee engagement, and leadership development. It's useful knowledge, but delivered academically.

You might be thinking

"I've been in HR for 20 years-do I really need this?"

That's a fair question. The challenge is that the skills that made you successful as a VP or SVP of HR are different from what the CHRO role demands. And if you've had the role before but have a new CEO, half of your peers in that situation will be replaced within the year. The frameworks exist because the failure patterns are predictable-and preventable, if you see them early enough.

Everything in Ascent Academy, plus:

• Six months of Office Hours: one 60-minute private coaching session per month

• 72-hour async email support between sessions

• Continued community access with your Academy cohort

• Option to extend Office Hours month-to-month for up to one year total

You might be thinking

"I need more than an hour a month."

That might be true, and Summit exists for exactly that situation. But many Academy graduates find that the frameworks change how they see problems, and one focused hour per month is enough to stay on track. The extension option means you're not locked into a decision today about what you'll need six months from now.

Everything in Ascent Academy, plus:

• 4 hours of private coaching per month-flexible scheduling to match your calendar

• 48-hour async support via email and text for the moments that can't wait

• Mandate design and protection; we define the altitude you need and build the architecture to hold it

• Board preparation; narrative, positioning, executive presence coaching within your hours

• Executive session preparation and roleplaying; so you walk in ready, not reactive

• Identity shift work; moving from functional leader to business leader who predicts outcomes through a talent lens and smartly separates what must be done now from what can be improved later

• C-suite navigation strategy; rebuilding trust with peers who learned to work around HR

• AI adoption guidance and workflow design support

• Access to preferred partner network for rapid execution

• All frameworks and tools from the Talent Sherpa system

Add-on Available:

• Intensive days for deep strategic work: $3,000/day virtual; on-site $5,000 plus reasonable travel expenses

You might be thinking

"Our company has coaching resources-why pay for another one?"

That's a reasonable question. The difference is specificity. General executive coaches help you become a better leader. I help you become a better CHRO-which requires navigating dynamics that general coaches have never experienced. Board prep for talent presentations. CEO alignment on HR mandate. C-suite credibility when peers expect HR to be a support function. If your internal coaching resources have sat in the CHRO chair and understand these specific dynamics, use them. If not, the specificity matters.

First 60 Days - HR Architecture Diagnostic:

• Comprehensive assessment: team structure, mandate clarity, CEO alignment, board positioning

• Stakeholder interviews with CEO, CHRO, and key executives

• HR team member evaluation-identifying capability gaps and development priorities

• Written findings and strategic recommendations

• Diagnostic shapes the coaching agenda for the remaining 10 months

Ongoing Partnership:

• 6 hours of private coaching per month with the CHRO

• Same-day priority async support-unlimited access when it matters

• CEO alignment sessions: launch meeting + quarterly check-ins to ensure mandate holds

• Board preparation for all meetings-narrative, positioning, executive presence

• Executive session preparation and roleplaying

• 4 intensive days per year for deep strategic work

• HR leadership team architecture review

• AI adoption strategy and workflow design support

• Access to preferred partner network with priority introductions

• Monthly progress reports to sponsor-documenting ROI and business impact

• Preferred rates for CHRO direct report coaching

You might be thinking

"$50,000 is a significant investment."

It is. Consider what's at stake. You've likely invested $200,000-400,000 in recruiting this CHRO-search fees, sign-on, relocation, the opportunity cost of the vacancy. The cost of CHRO failure-severance, re-search, organizational disruption, the 12-18 months of lost momentum-easily exceeds $500,000. This engagement exists to protect that investment and accelerate the return. The diagnostic alone would cost $15,000 standalone. The CEO alignment sessions ensure this isn't just coaching-it's organizational architecture. The monthly reporting means you see the value, not just the expense.

15 hours of diagnostic work toward evaluation and reporting out, inclusive of:

• Assessment of team structure, mandate clarity, CEO alignment, and board positioning

• Stakeholder interviews with CEO, CHRO, and key executives

• HR team member evaluation-honest assessment of capability, fit, and development needs

• AI readiness assessment and workflow analysis

• Written findings with specific, actionable recommendations and recommended next steps

• Presentation to sponsor/leadership team

Conversion Credit:

• $12,500 of your diagnostic investment applies to Expedition if signed within 90 days. You're essentially getting the diagnostic for $2,500 if you proceed to the full engagement.

Speak with your Team

• Keynote or working session with your HR leadership team or broader HR organization.

• Topics include the constraint-based approach to HR, the identity shift required for strategic HR, AI implications for the function, or custom content aligned to your priorities.

• Investment: TBD based on scope.

Train your Team

• Multi-session training for your HR leadership team or HRBPs.

• Build capability in constraint diagnosis, talent portfolio management, strategic business partnership, or other frameworks from the Talent Sherpa system.

• Investment: TBD based on scope and duration.

Build your Team

• Access to dedicated search partners who specialize in HR leadership talent.

• Whether you need to upgrade existing roles, backfill departures, or build out new capabilities, our network can accelerate the process of finding the right people to support your HR transformation.

• Investment: TBD based on scope.