The Onyx Table is facilitated and infused with professional coaching and other amenities which require funding. The more important reason for fees is so executives have skin in the game. We want sustained consistent participation so tablemates within cohorts can rely on each other and build strong longitudinal relationships; skin in the game reinforces that.

Yes, there are monthly, quarterly and annual payment options (these can be seen on the ordering panel when you “Claim Your Seat!” in the tiers above). Longer commitment periods have greater discounts applied.

Yes, an individual cohort may have tablemates with different executive roles, although the most prevalent role tends to be CEO / Owner since many organizations don’t have formal or full C-Suites. Diversity of roles brings diversity of perspectives which allows tablemates to see through lenses that help them better relate to those roles in their own organizations.

Revenue is the easiest common discriminator to sort executives into tiers. It is important to have cohorts comprised of leaders that are facing similar challenges and opportunities based on their companies’ sizes and stage. However, there are nuances which may affect tier appropriateness, such as investment-backed firms managing significant capital other than revenue. If you feel you represent an exception, talk to us about it!

Yes, executives from both for-profit and not-for-profit organizations are welcome.

We attempt to form cohorts with common geographies so relationships among tablemates are easier to sustain outside The Onyx Table. However, cohort composition may be spread across multiple geographies when critical mass for a cohort requires it.

Ultimately, cohort assignment is the decision of the assigned coach who factors in the composition (and disposition) of cohorts s/he facilitates and the profile and needs of the new tablemate seeking a group. If cohort assignment is not readily achievable, coaches will work with the new tablemate to set expectations and lay out the way forward.

An Executive Impact Plan (EIP) is an instrument used to document a common understanding of the executive’s success in the immediate 12 months and the longer term. The EIP may closely align with the executive’s company strategic plan or may be more aligned with the executive’s professional or personal roles. In all cases, the plan reflects how the executive will build and achieve a measurable impact across time. EIPs are developed and managed by executives with their coaches, who are then held accountable by cohort tablemates for excellent execution.