50–200%
of annual salary to replace a leader
Replacing an employee can cost roughly half to twice their annual salary, with higher-level and harder-to-replace talent at the upper end. 1
For organizations
Support the whole leader, before the pressure becomes an exit.
Corporate partners sponsor seats in our eight-month Signature Cohort for the caregiver leading at senior director level and above. Each leader graduates with the tools and scaffolding to keep growing inside your company.
The individual running a P&L, raising a family, navigating their own health, and holding themselves and others together is one human, and they deserve a space that honors that and is integrated by design.
Health & Wellness
with Dr. Meghan Tierney, MD
Career & Leadership
with Jill Wicklund, ACC
Parenting & Child Development
with Dr. Chloe Massey, EdD
Together, we provide the missing support.
The cost you’re already absorbing
When an experienced leader leaves, the cost goes far beyond an open role.
40%
of stressed leaders
Among leaders experiencing high stress, 40% have considered leaving leadership altogether to improve their well-being. 2
14%
changed jobs for flexibility
14% of working caregivers said inadequate caregiving support had caused them to change jobs for greater flexibility; 28% had reduced their hours and 21% had reduced their workload. 3
The leaders most difficult to replace are not insulated from caregiving pressure. Supporting them before that pressure becomes an exit protects the experience, relationships, and institutional knowledge you have already invested in.
Most companies manage this by making leave harder to take. That treats the symptom. The upstream problem, why leaders reach the point of needing leave and what would have kept them resourced enough to stay, goes unaddressed.
- Society for Human Resource Management (SHRM). The Myth of Replaceability: Preparing for the Loss of Key Employees. 2025.
- Development Dimensions International (DDI). Global Leadership Forecast 2025.
- Society for Human Resource Management (SHRM). Care and Careers: Navigating Caregiving and Work Responsibilities. 2025.
Why the current playbook doesn’t fix it
You and your employees are currently paying for three disconnected point solutions.
Leadership Training
- Skills taught as context-specific and non-transferable
- Corporate-language heavy and abstract
- Separates personal life from real leadership
- Content feels academic rather than practical or lived
Health
- Treats symptoms in isolation
- Rushed visits don’t leave time for real questions
- Generic advice, not personalized to their body or season
- Dismisses or minimizes what they’re actually experiencing
- Disconnected from the stress of leadership and parenting
Parenting Support
- Centers the child’s behavior or development
- Often reactive or short-term
- Focused on “fixing” a specific issue
- Support in isolation of the other elements of a child or parent’s life
- Rarely connected to professional identity or career growth
Result: They’re asked to grow in pieces, while operating as one whole person under constant, compounding load.
The triwoven model
One integrated practice, not three different vendors in three different rooms.
What happens at home shows up in the boardroom. What happens in the boardroom follows them home. One person carries both. triwoven was built to fully support your leaders.
Cohort design
- A cross-company group of 12–18 senior leaders
- A 1:1 intake before the cohort begins
- Ten 2-hour live virtual sessions across eight months
- 30 minutes of self-guided work between sessions, plus monthly office hours
- 21 hours of live time together
- The intakea private 1:1 with a founder
- Build the container1trust, norms, baseline
- Interrogate what matters2values across all three domains
- Define success on your terms3your role, your home, your body
- See your current reality4honest capacity audit
- Build your bridge5goals, advocacy, a plan
- Hold your tensions6competing priorities
- Tend your relationships7stakeholders and sponsors
- Get out of the middle8delegation and coaching
- Say what you see9praise and guidance
- See the whole system10root-cause diagnosis
The selection process
Built for caregivers leading teams, with kids still at home and roles that demand visibility, decision-making, and stamina.
Who to invite, and how we help you choose. We recommend one internal sponsor owns selection.
Retention priority
Talent you’re invested in keeping. The leaders closest to burnout are often the ones you can least afford to lose.
10–15 years in
Where caregiving strain peaks, and enough time in seat to apply what they learn.
Kids at home
Non-negotiable, because the complexity we’re built for isn’t there without it.
Senior director and above
They own outcomes, lead leaders, and are in the room where decisions get made.
An eight-month transformation
They graduate with the stamina and skills to expand their leadership role and keep building.
- A stakeholder map and sponsor strategy for their career, plus the same deliberate investment in the relationships that keep them resourced in their role, at home, and within themselves.
- One set of coaching, delegation, and feedback skills they run everywhere: their team stops routing everything through them, and so does their household.
- A diagnostic method for tracing recurring problems to their source, whether the symptom shows up in their calendar, their team, their family, or their sleep.
- A vetted peer circle of 12 to 18 leaders in the same season of career and life, one that outlasts the cohort.
And an upgraded operating system, built to survive their hardest weeks
- Giving feedback
- Delegation
- Stakeholder mapping
- Decision making
- Discernment
- Systems thinking
- Energy tracking
- Prioritizing
- Self-regulation
- Giving praise
- Advocacy
- Time management
Outcomes for your company
What we measure, and what we’re targeting.
Most senior leader retention spend sits in generic L&D, EAP benefits, or standalone coaching, each addressing one slice of the problem in isolation.
Integrating career, parenting, and health support into one practice moves retention and readiness metrics further than any one of those levers alone, because it addresses the compounding load, not one piece of it.
| Metric | What it tells you | What we track |
|---|---|---|
| Retention intent | Early signal on flight risk across the cohort | Average score, intake vs. graduation (1–5 scale) |
| Role & scope expansion | Whether leadership readiness is growing across the cohort | Average score, intake vs. graduation (1–5 scale) |
| Capacity to manage the load | Whether the compounding strain is easing | Average score, monthly pulse (1–5 scale) |
| Program engagement | Whether participants are finding it valuable | Average attendance rate and satisfaction score (1–5 scale) |
Self-reported via pulse survey. We target a +0.4 to +0.6 increase from intake to graduation.
What leaders say about working with us
“Dr. Tierney was personable and knowledgeable and made a complex topic feel relevant and relatable. She made people feel heard and comfortable sharing their questions, and her clear, effective facilitation helped create a greater sense of connection.”
“I’ve attended many leadership development programs over the years, and what stood out about working with Jill was the consistency in the quality of the content and the way it was brought to life through warm, engaging facilitation.”
“Chloe has a gift for making the hardest parts of parenting feel manageable instead of overwhelming. She brings real research into the room in a warm, relatable way. The result: parents leave feeling clear-headed and capable, not just informed.”
The triwoven difference
An ongoing support model for your leaders, and flexibility for your company.
Long-term support for your top performers
Graduates move into ongoing triwoven membership. The peer circle and practitioner access continue.
Low-touch seat sponsorship for you
Your sponsored seat then opens for the next high performer you want to keep, while the leader you sponsored stays connected to the network and skills they built.
A lower-commitment way to start
Sponsoring a seat is a lower-commitment way to test the model than building an internal program from scratch. No need to staff it, run it, or prove it works before you try it.
Dr. Meghan, Dr. Chloe, and Jill are trusted by
