Peer advisory group
Eleven facilitated half-day sessions with senior leaders who understand the pressure between strategy and delivery.
Senior Executive groups
The leaders your business depends on deserve a room of their own.
Confidential peer support for senior executives balancing strategic expectations with leading teams and delivering results.
11
Half-day group sessions
Monthly, with no formal January session
Peer-level
Confidential group
Senior leaders from non-competing organisations
Optional
Quarterly coaching
Private sessions with the Group Chair
Quarterly
Expert perspectives
Practical speakers across leadership topics
Leadership between levels
Build judgement beyond the politics and patterns of your own organisation.
Senior executives often carry complex decisions without an independent place to test them. The program gives them peers, structure and accountability outside the reporting line.
Direct reports bring problems. The CEO brings expectations. Internal peers bring their own priorities. The group creates a neutral room where a senior leader can work on the decision rather than manage the politics around it.
Members broaden their perspective across industries, strengthen their leadership voice and return to the organisation with clearer decisions and greater autonomy.
Leave the business cards at home.
The same leaders return each month, what's said stays in the room, and the payoff shows up in your decisions.
Who it is for
For the senior leaders who turn the CEO's plans into reality.
Members need enough responsibility and autonomy to act on what they learn. They may join independently or with the support of a CEO investing in leadership capability and succession depth.
Typical roles
- Chief Financial Officer
- Chief Operating Officer
- Chief People Officer
- General Manager
- Divisional director
- Senior functional leader
Strong fit when
- You report to the CEO, MD, owner or an equivalent enterprise leader.
- You lead a meaningful function, division, team or transformation.
- You want candid peer challenge beyond your internal network.
- You have the autonomy to apply decisions and commitments.
Not designed for
- Remedial performance management
- Early-career management training
- Networking without confidential peer contribution
What membership includes
What your year looks like.
The group is the centre of the program. Coaching, external speakers and the wider community reinforce the work between sessions.
Optional executive coaching
Quarterly private sessions with the Group Chair for role-specific decisions, development and accountability.
Industry-leading speakers
Quarterly sessions with topic-expert speakers that expand perspective across leadership, strategy, culture, technology and governance.
Cross-industry perspective
A deliberately diverse group that breaks internal assumptions and exposes members to different operating models.
Inside a session
What's really going on? What are your options? What will you do about it?
The Chair gives the room structure without forcing every month into the same script.
Your first session
To prepare, think about a current leadership issue you would like to explore and how to introduce your role and business context. The usual session includes arrival, a Chair-led opening round and discussion of members’ live issues. Participate by listening, asking questions and sharing relevant experience. Ask your Chair what to prepare for your particular group.
- 01
Step outside the reporting line
Enter a confidential environment where members can speak without managing internal perception.
- 02
Name the leadership challenge
Surface a decision, stakeholder issue or delivery pressure that deserves deeper thinking.
- 03
Test it with peers
Use direct questions and cross-industry experience to uncover assumptions, consequences and alternative approaches.
- 04
Connect strategy to execution
Translate discussion into actions that work within the member's authority, team and organisational context.
- 05
Return accountable
Bring progress and lessons back to the group so confidence and capability compound over time.
What changes
Better calls, made with more confidence.
You'll know it's working when you make a decision faster, better and with less second-guessing than you would on your own.
Stronger judgement
Test decisions with experienced peers before carrying them into executive meetings, teams or major initiatives.
Greater autonomy
Build the confidence and range to solve more at your level and reduce unnecessary escalation to the CEO.
Broader enterprise thinking
Move beyond functional expertise and see how decisions affect the organisation as a whole.
Leadership depth
Strengthen succession readiness, executive-team capability and the organisation's ability to grow without over-relying on one leader.
For CEOs and employers
Develop and retain the leaders your business depends on.
For many CEOs, sponsoring LTT membership is a practical way to invest in and retain a valued senior leader without relying on remuneration alone. It works best when it's positioned as an investment in someone you want to keep and grow. The executive owns the confidential group experience while the organisation benefits from stronger leadership.
Less dependency on the CEO
Executives develop the judgement and confidence to resolve more decisions at the appropriate level.
Better strategic alignment
Leaders improve their ability to connect functional priorities with enterprise direction and consequences.
Retention through meaningful development
Give valued leaders an experience that builds capability, signals trust and supports a longer-term future with the organisation.
External perspective without internal politics
The executive gains challenge and support while organisational confidentiality remains protected.
Program Chairs
The person leading the room matters.
Experienced leaders protect confidentiality, challenge assumptions and keep the work practical.
Chair 01
Jorge Fernandez
LTT5 CEO Group Chair and LTT SE1 Senior Exec Group Chair
Management consultant, mentor and operations specialist with more than 30 years building and growing businesses.
LTT5 / LTT SE1Sydney
View Jorge's profile01 / 02
Member perspective
What leaders say once they are in the room.
The monthly sessions with my Senior Executive group have empowered me to make hard decisions with integrity, transparency and empathy.
Esmond Ye
CEO, Generation Entrepreneur
01 / 03
Practical details
Finding the right group.
Senior Executive group availability changes. LTT will confirm current groups, timing and fit during an initial conversation.
Sydney
We explain programme fees, coaching inclusions and membership terms in your first conversation so you can assess the investment and time commitment.
Program questions
Who is The Leadership Think Tank for?
The Leadership Think Tank is for CEOs, Managing Directors, business owners, founders and senior executives who have genuine leadership responsibility and want a confidential place to test thinking. CEO groups are designed for the person who ultimately carries the organisation's decisions. Senior Executive groups are designed for leaders who report to the CEO or MD, such as CFOs, COOs, Chief People Officers, General Managers, divisional directors and senior functional leaders. What members have in common is responsibility, openness to challenge and a willingness to help other leaders. LTT works best for people who already take their leadership seriously and want to be held to a higher standard by peers who have no hidden agenda.
How are groups structured?
Groups are deliberately built rather than filled. LTT looks at seniority, business context, industry, personality, experience and the likely contribution a person can make to the room. Members come from non-competing industries so they can speak openly. The diversity of the group matters because the best advice often comes from someone outside your sector who is not trapped by the same habits and assumptions. Each group has a dedicated Chair who facilitates monthly sessions and, in the CEO program, provides one-to-one coaching. Groups meet 11 times per year, with no formal January session. The structure is consistent enough to build trust, but flexible enough to respond to the issues members are actually carrying.
What is the time commitment?
The core commitment is 11 half-day group sessions per year, meeting monthly with no formal January session. CEO program members also receive six one-to-one executive coaching sessions per year with their Group Chair. Senior Executive members can add optional quarterly coaching. There may also be quarterly industry-leading speaker sessions and community events such as our All In Day. Members who get the most from LTT treat the sessions as protected leadership time rather than another meeting to squeeze around operations. The point is to step out of day-to-day urgency long enough to think, test decisions and return with sharper priorities.
Can my CEO enrol me in the Senior Executive program?
Yes. Some Senior Executive members join because they recognise the need for peer support themselves. Others are enrolled by their CEO, Managing Director or business owner as a leadership development investment. This can be especially valuable when the CEO has peer advisory support but the senior team does not. The program gives senior leaders a confidential place to test decisions, build judgement and broaden their perspective beyond the internal pressures of the organisation. The best outcomes happen when the executive has genuine responsibility, enough autonomy to act on what they learn and a CEO who sees the program as capability-building rather than remedial support.
Compare your options
Not sure this is the right leadership level?
Compare Senior Executive Groups with CEO / MD Groups, or let LTT help you decide in the first conversation.
Before you join
What if I’m not sure I belong?
Start with a conversation about your role, responsibilities and what you are looking for. LTT considers mutual fit and the mix of each group; you can select ‘Not sure yet’ on the conversation form.
How is confidentiality protected?
Confidentiality is an expectation of membership. Groups bring together non-competing leaders, industry conflicts are considered during matching, and a dedicated Chair facilitates the discussion. Ask the team to explain the confidentiality expectations before joining.
What if the group isn’t the right fit?
Raise your concerns with the LTT team or your Chair. The initial conversation considers your role, industry and the current group mix. Ask about the options for your circumstances; a different group is subject to fit and availability.
Can I experience the format before joining?
Ask the team about suitable opportunities to experience the format. Some events may suit prospective members; availability depends on the format, confidentiality and fit.
When are fees and commitment explained?
We explain programme fees, coaching inclusions and membership terms in your first conversation so you can assess the investment and time commitment.
Start with fit
The first step is a conversation.
Tell us about your role and what's on your plate, and we'll work out together where there's a fit.