Upside:
This is the fastest and deepest way to create real alignment. When teams do this work together, nothing stays theoretical. The conversations that have been avoided finally happen, trust compounds quickly, and the entire system gets more efficient. Teams often leave saying they didn’t know work could feel this good.

‍Downside:
It requires courage. You have to be willing to let things get uncomfortable before they get better. If you can’t see it through, it will be a waste of resources. If you’re looking for surface-level harmony or quick fixes without transparency, this path is not right for you.

Upside:
You stop carrying leadership alone. You get honest reflection from other leaders who understand the pressure, isolation, and the complexity of your role. This is often the cleanest place to see your own patterns and sharpen your leadership before bringing the work back to your team.

‍Downside:
The work starts with you but it doesn’t end there. If you’re not willing to look at yourself, this program will be a bad fit. If you’re not willing to use the tools you learn with your team, you will not get the maximum leverage this work provides.

The Welcome Summit is mandatory. From there, we highly recommend attending the other Summit, the nine Forums every year, along with partner check-ins.

If you want to go deeper, there are many options to support you: two quarterly facilitated online workshops and a quarterly group Rapid Coaching session with Joe. We provide these so you can get the most out of the work.

Yes. The Connection Course is a prerequisite. The cost of it is included in the annual tuition. If you have not done it yet, you can still apply and we will help you complete it before your first Summit.

The Council is not for the faint of heart. It is deep work that can get uncomfortable at times. We will be looking directly at the things you’ve been avoiding that are creating inefficiencies in your company and fulfillment. 

Think of it like a hard workout: there’s effort, heat, and strain in the moment, and then clarity, strength, and relief once you’re through it. If reading this excites you, that’s a great sign that this program is for you.

Yes. This is an annual membership, not a one-off program. We’ve designed it for your company or peer group to come together and go deeper and deeper every year.  

Your membership includes yearly Leadership Summits, Monthly Forums, group Rapid Coaching sessions with Joe Hudson, regular Members-Only events and teachings throughout the year, and access to a trusted community of leaders doing this work seriously. More importantly, it gives you a living system that supports continuous growth, for you and your team.

Most leaders don’t have a time problem. They have an inefficiency problem. Misalignment, avoided conversations, and unclear decisions consume far more time than this work ever will. The Council consistently gives back more time than it takes by removing friction.

Show up fully and participate as yourself, not as the version of you that has it all figured out. The moments that create the most movement are almost always the ones where you say the thing you were about to withhold: Naming fear, resentment, or uncertainty instead of managing around it.

- If you’re unwilling to look at yourself.
- If you’re unwilling to use the tools in real life.
- If you want results without discomfort.
- If you believe the problem is entirely “out there” and not reflected in your consciousness.

The bottom line: This work only works if you do.

At the end of the day, the culture of a team is the job of the leader. Even though everybody has some responsibility to the culture, it’s the leader’s job to define the lived reality of that team. Because of this, we do not recommend convincing your team. What we do recommend: 
- Hearing their objections
- Finding out what would excite them about it
- Making sure they know that what they want most is available to them through the Council. 
- Asking them how they are going to get the most out of the Council. 

We do not recommend convincing them, because that’s asking them to be responsible for the culture. And since that is not their job, their most common reaction will be to resist. 

With that said, it’s not uncommon for teams to come to the Council skeptical at first, and then leave thrilled with their leaders’ decision. So if you need your entire team to always be comfortable, this will be a very scary process for you. And it’s one of the first things you’re going to learn in the Council - how to stop protecting your team from the discomfort that’s required to take them to the next level.