The Human Layer · Flagship cohort
Lead the human layer of change.
A ten-week cohort for senior leaders carrying a transformation that has stalled, or is about to. Learn to lead the adoption, trust, and judgment that decide whether change holds, alongside a small room of peers doing the same work.
March 2027
Founding cohort
10 weeks
Live, weekly
6 to 8
Senior leaders
$7,500
Founding seat
Seats are filled by conversation between now and mid-February. Founding pricing belongs to this cohort only.
Who it is for
The leader the change runs through.
You are a senior leader, director level or above, accountable for a transformation that has to hold.
The strategy and the tooling are sound, and the change still is not taking the way it should.
You have felt the quiet resistance, the drift back to the old way, the trust worn thin by the last initiative.
You are evidence-led and a little skeptical, and you want substance, not a motivational workshop.
You would value a small room of peers carrying the same weight, not an audience.
You want to leave with a plan for your own transformation, not a binder you never open.
The premise
The technology was never the hard part.
The leaders are the ones who make change hold.
The ten weeks
The Method, applied to the human layer.
The ten weeks move through the four phases of the Illuminating Potential Method®. You bring one real transformation, the one keeping you up, and work it through every phase, leaving with a plan you can run.
Awaken
Turn the light on
Weeks 1 to 2
Week 1
The human layer, named.
Why transformations stall, and a clear read on where yours is stalling and why.
Week 2
The two intelligences.
Strategic clarity and energy intelligence as a single leadership capacity you can build.
Align
Point the light
Weeks 3 to 5
Week 3
Trust as infrastructure.
Reading the trust your change depends on, and rebuilding it after a failed initiative.
Week 4
Resistance as signal.
Surfacing the quiet no, and what it is actually telling you, before it sinks the work.
Week 5
One room.
Getting leadership and the people who carry the work onto the same ground.
Actualize
Step into the light
Weeks 6 to 8
Week 6
The human rollout.
Sequencing adoption like the design problem it is, not just the technical deployment.
Week 7
The decisions no model can make.
Judgment, ethics, and the calls a leader has to own.
Week 8
The messy middle.
Holding momentum and your own steadiness when the new way is harder than the old one.
Amplify
Become a source of light
Weeks 9 to 10
Week 9
Embedding the change.
Building the new way into how people decide and lead, so it outlasts the push.
Week 10
Your human-layer playbook.
A plan for your transformation, and the cohort as a standing board you keep.
What is included
Built to be worked, not watched.
Weekly live sessions
Ten 90-minute sessions with the full cohort, small enough that you are in the work, never in the back row.
Your real case
You start by running The Read on your own organization, and that becomes the transformation you work for ten weeks.
Practices between
A short, usable practice after each session, applied to your case, not homework for its own sake.
A cohort hub
One home for the curriculum, materials, recordings, and the roster, so nothing is lost between sessions.
A standing board
Six to eight peers carrying the same weight, a room you keep after the ten weeks end.
Your playbook
You leave with a written plan for your transformation, in your own hand, ready to run.
Who is leading this
Hi, I am Lara.
Twenty years in the rooms where the decision actually gets made: the first seven running national advertising campaigns, then thirteen leading enterprise data at companies including Twilio and Rackspace, with teams across four continents. I have led dozens of transformation initiatives from the one seat in a company that sees every function, because eventually every decision in the building becomes a row in a table.
I am also a certified yoga instructor, a certified sound healer, and an intuitive. Both of those are trained, and this cohort is where they meet.
Seven thousand people onto one source of truth. It is still running twelve years later.
Built internally, with no outside firm. The part that made it hold was never the platform.
Reskilled managers, analysts and PMs off status reporting and onto the work only they could do.
Cross-functional relationships, strategic priorities, developing their teams. It is the same migration AI is now forcing on every organization, and I have run it before.
How to join
A seat, not a checkout.
1
Request a seat
Tell me you are interested. It opens a short conversation, not a cart, because the room only works when it is the right room.
2
A fit conversation
We talk through what you are leading and where it is stalling, and make sure the cohort is right for you and you for it.
3
Claim your seat
Secure your place with a single payment. Seats are limited to eight, and the founding price holds for the first cohort only.
4
Onboarding
A short intake, and you run The Read on your organization. By week one, you arrive with your real case in hand.
5
The cohort begins
Ten weeks, same room, same time each week. You leave with the change moving and a board that stays.
The investment
One seat. One payment. Ten weeks that change how you lead.
Founding cohort begins March 2027. Six to eight seats, filled by conversation between now and mid-February. Founding pricing belongs to this cohort only.
Founding · first cohort
$7,500
Per seat · single payment
Standard
$12,000
Per seat · single payment
If March 2027 is your window, the fit conversation is the first step, and the earlier it happens, the more say you have in the room you join.
Questions
Before you request a seat.
One 90-minute live session, plus a short practice applied to your own case. It is built for a working leader's calendar, real but not heavy.
Yes. The human layer is the same whether the change is a platform, a reorg, a merger, or a new operating model. The work is leading adoption, trust, and judgment, wherever the change is coming from.
The cohort is the room, and that is the point: peers carrying the same weight. You also work your own case throughout, with direct guidance on it inside the sessions.
A small senior room only works when everyone belongs in it. The conversation protects the quality of the cohort, for you as much as for everyone else.
The seat is a single payment. If timing is the only thing in the way, raise it on the fit call and we will talk.
The founding cohort begins March 2027, and seats are filled by conversation between now and mid-February. After the founding cohort, it runs twice a year. Request a seat and I will hold your place.
Request a seat
Tell me you are interested.
It opens a short conversation, not a cart. I will come back to you to set up the fit call, and we will find out together whether this is your room.
Founding cohort, March 2027. Six to eight seats, filled by conversation between now and mid-February.
Take the seat
Lead the part of change that actually holds.
If you are carrying a transformation that has to hold, this is the room.
Founding cohort, March 2027. Six to eight seats, filled by mid-February.
Founding cohort, March 2027. Six to eight seats.
Request a seat