Peer coaching for high-potentials · One morning a month · 6 months

Sharper thinking. Real development. People who get where you're at.

Who do you take your hardest problems to? The Co-Action Circle gives you structured development prepping you for what's next in your career — and links you with 6–8 high-potential peers to work through common challenges together, one morning a month.

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Founding cohort · September 2026
6–8 seats, virtual
6–8 people.
One circle.
Why this exists

Get ready for the next step. Build the network that backs you up.

Most leadership development stops the moment you're already good at your job. And the peers who'd genuinely understand what you're navigating — other high-potential people — are scattered across companies, or technically your competition inside your own. The Co-Action Circle is built to give you both: real preparation for what's next, and a standing group in your corner while you get there.

  • Structured development, every month.An hour on the specific skills that get you promoted, or help you lead well once you are — emotional intelligence, financial acumen, executive communication, and more.
  • A standing group of thought partners.6–8 high-potential peers in the same season as you, working through your actual problems together — not a one-off event, a relationship that compounds over six months.
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The format

One morning a month. Six months. One circle you don't leave early.

Every session runs on the same shape — the Co-Action method: an hour of training, then three rounds of co-acting, where each member in turn — the coactor — brings a real problem for the group to work.

One 3-hour morning
Inside one co-acting round · 40 min
  • 5 min — coactor sets context
  • 20 min — the group only asks questions
  • 10 min — each person offers one recommendation
  • 5 min — coactor commits to one action
6–8
high-potential peers per circle, so every voice gets real airtime
6
months — long enough to actually change how you lead
3 hrs
one morning a month, protected time, no rescheduling culture
3
co-acting rounds per session, after the hour of training
Six months, six topics

The first hour, every month, covers skills that actually get you promoted.

01

Emotional Intelligence

Reading a room, regulating yourself under pressure, and using both on purpose.

02

Facing Change & Change Management

Leading a team through change you didn't choose either.

03

The Coaching Method

How to ask instead of tell — and get better output from your own people.

04

Financial Acumen

Reading a P&L, a budget, a business case — and speaking that language credibly.

05

Executive Communication

Saying less, landing more. Presenting up without over-explaining.

06

Strategic Thinking

Zooming out from execution to see the two moves after this one.

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The full arc

Bookended by a real measure of your growth.

The six sessions sit inside a bigger structure. You start with a strengths assessment so we both know where you're beginning, and close by re-taking it to see how far you've moved — then turn that into a plan.

Before

Strengths assessment

A baseline read on where you're strong and where the growth is, taken before the first session.

Months 1–6

Six monthly sessions

Training plus co-acting rounds — the core of the circle, every month for half a year.

After

Re-assessment

Re-take the strengths assessment to see, concretely, how far you've moved over the six months.

To close

1:1 action plan

A private session with Myles to turn everything into a clear, moving-forward plan that's yours to keep.

What you leave with

Six months in, here's what you're walking away with.

6
core leadership skills trained — from emotional intelligence to strategic thinking
~18
real problems worked through as a group, yours and your peers'
6
concrete actions you committed to and actually reported back on
5–7
peers who know your situation cold — a network that outlasts the program
Fit, both ways

Built for the person who finds themselves between "great at the job" and able to "lead the room."

This is for you if

  • You're on the verge of your next step into leadership, or you've just stepped into it.
  • You've been told — or you sense — that you're being watched for what's next.
  • You've got the drive and emotional intelligence, and you're actively building the judgment.
  • You want peers, not a workshop — people who'll push back, not just nod.
You describe yourself as:
Verge-of or early-stage leadership High learning agility Strong emotional intelligence Consistently exceeds expectations Driven to grow

Sponsoring someone on your team?

HR and L&D leads are welcome to nominate a high-potential person directly — this works well as a succession-planning move, a retention play for someone you don't want to lose, or simply real development for someone already earmarked for more.

  • We'll confirm fit with you and your nominee before anything is locked in.
  • Your nominee keeps their seat even if priorities shift mid-program.
  • You'll get a short readout on their growth areas at the program's midpoint.
This works well for:
Succession planning Retention Leadership pipeline
Nominate someone
Myles Carter
Who's leading the circle

Myles Carter

Before the thirteen years in marketing, before leading teams, before Coact — Myles studied psychology. Everything since has circled back to the same thing: what makes people work, and what helps them grow. He's hired, coached, and promoted the people now running his old teams, and trained formally as a coach to do it more deliberately, for a wider circle than just his own reports. The Co-Action Circle is the group program of Coact, his coaching practice.

  • 6 years as a people leader, 13 years in corporate marketing
  • Certified Goal-Centric Coach — Concordia University
  • Certificate in Mental Health Coaching (CMHC) — Headspace Training Institute
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Format & investment

Join from anywhere.

Every session is virtual, so your location never limits you. When a cohort has enough people in one city, we'll explore meeting in person too — so share your city on the waitlist.

  • FormatVirtual (video), with a path to in-person by city
  • CadenceOne 3-hour morning session, monthly
  • Length6 months, one cohort
  • BookendsStrengths assessment before & after, plus a 1:1 action-plan session
  • Cohort size6–8 high-potential people
  • First cohortStarts September 2026
Founding cohort pricing
$999 / program
One payment for the full 6-month circle — 18 hours of facilitated development, for less than the cost of a conference ticket. For comparison, one-to-one executive coaching typically runs $300–600 an hour. This founding-cohort rate is held for the first circles and will rise for later ones.
Seats are limited

Join the waitlist

Tell us a bit about you and we'll reach out as the September 2026 cohort fills. No commitment yet — just a seat being held.

We'll email you before the September cohort opens.

You're on the list.

Thanks — we'll be in touch before the September 2026 cohort opens up. Keep an eye on your inbox; the next note from us will have a few quick questions to make sure the circle's a fit.

While you're here

Know someone who belongs in this circle? The best cohorts come from people who bring someone they respect.

Questions, answered

The things people ask before they join.

What if I have to miss a session?
Life happens. Sessions aren't recorded (confidentiality matters more than convenience here), but your seat is yours for the full six months. Miss one and you're still in the circle — you'll just pick back up the next month. We ask for a real commitment to attendance because the group works best when the same people show up each time.
Is it really confidential? What about competitors?
Yes. What's said in the circle stays in the circle — that's the foundation the whole thing rests on. When forming each cohort, we deliberately avoid seating direct competitors or people with reporting relationships together, so you can speak freely about what's actually going on.
What time do sessions run, and in what timezone?
Sessions are one morning a month. Exact day and timezone are set with each cohort once seats are filled, so we can land on a time that works for the group. Tell us your city on the waitlist form and we'll factor it in.
Can my company pay for it?
Absolutely — many participants expense this as professional development, and HR or L&D leads can nominate and sponsor someone directly. We're happy to provide an invoice and whatever documentation your company needs.
When is payment due?
Nothing is due to join the waitlist. Once your seat in the founding cohort is confirmed, payment for the full program is due before the first session in September 2026.
What if it's not the right fit for me?
We confirm fit together before you commit — a short conversation to make sure the circle is right for where you are. If it's not, we'll say so, and point you somewhere that fits better.
How do you measure whether it actually worked?
You take a strengths assessment before the first session and again at the end, so your growth is something you can actually see rather than just feel. The program closes with a private 1:1 session with Myles to turn those results into a concrete, moving-forward action plan that's yours to keep.

Still have a question we didn't cover? Email myles@coact.coach and Myles will get back to you personally.