How do you learn best? Some of us are visual learners. Some auditory. Some tactile. But all of us can benefit from the power of learning with others. In leadership development, a cohort is a group of people who come together to learn and support each other through shared experiences and collaboration.
Cohorts are a collective of people with shared learning goals and similar roles. Cohort-based learning (CBL) is a powerful way to boost learning outcomes, especially when powered by a proven cycle of learning, doing, connecting, and reflecting.
The Learn, Do, Connect, and Reflect Cycle
In development and coaching there’s a proven process that is at the heart of effective adult learning: learn, do, connect, and reflect. This cycle can be particularly powerful in CBL. Here’s how it works:
- Learn—learners are introduced to new concepts.
- Do—the new concepts are applied on the job.
- Connect—learners come together with their cohort to share experiences and insights.
- Reflect—learners think about what they learned, what they did, the feedback they received, and how they might modify or change their approach in the future.
This cycle, as part of a cohort learning experience, creates a supportive environment where leaders can experiment, make mistakes, and grow.
Real-World Application: Cohorts in Action
We’ve been using this approach in our Be the Leader Nobody Wants to Leave course with great results. While I could cite many examples from our hundreds of participants, one that sticks with me is when we do the module on stay interviews. I’m often surprised by how few of our participants are familiar with the concept.
The idea behind stay interviews is that leaders should be re-recruiting high performing staff members to understand what’s important to them before they become disengaged and begin looking for another job or, worse, accept another job. Stay interviews, done effectively, can help avoid the need for exit interviews! They’re a powerful tool for boosting retention.
In our leadership cohorts, we introduce the stay interview and then challenge participants to conduct one before our next group coaching session.
When the group reconvenes, the magic happens. Leaders share their experiences with each other and discuss:
- What went well.
- What surprised them.
- What they would they do differently next time.
Coming together to discuss and reflect allows for deeper learning and more practical application of leadership principles and practices. It’s not just about theory—it’s about real-world application and refinement that comes from sharing and feedback.
The Safety Net of a Cohort
One of the most valuable aspects of cohort-based learning is the safety it provides. Leaders feel more comfortable trying new approaches when they know they have supportive colleagues to turn to for advice and feedback. This collaborative safety net encourages experimentation and honest reflection—both of which are critical for genuine growth.
For instance, in our cohorts we often use role-playing exercises to practice crucial conversations. This allows leaders to refine their skills in a low-stakes environment before applying them in the workplace.
As leaders, we often feel pressure to have all the answers. But the truth is, leadership is a journey of continuous learning. By embracing the cohort model, we create a space where it’s okay to say, “I don’t think I did this well. How could I have done it differently?”
My challenge to you: How can you incorporate cohort-based learning in your leadership development journey?
(Speaking of cohorts…our next cohort Be The Leader Nobody Wants to Leave starts on July 24th. If you want to lower turnover while improving your staff engagement, this is the course for you. Learn more.)
