Alpha peer groups · Groups forming
Alpha is forming small, carefully matched peer groups for senior leaders. Bring a decision you are working through, compare experience with people carrying similar responsibility, and explore what to do next.
Groups are designed for four to six leaders, matched by role, scope and the challenges they face. Participation is by invitation after a conversation about fit.Tell us a little about your role and what you would value from a peer group. Registering interest does not confirm a place.
Some leadership decisions are easier to think through with people outside your organisation who understand the responsibility. A small peer group gives you time to explain the context, hear different approaches and examine the trade-offs.
A shared title is a starting point. We look at your actual remit, the scale and complexity of your organisation, and the decisions you are facing. We also consider conflicts, commercial sensitivities and practical availability.
Tell us your role, the group that interests you and a general topic you would like to discuss.
We explore what you would bring to a group and the kind of peer perspective that would be useful to you.
If there is a suitable match, we share the proposed format, schedule, expectations and any fees before you decide.
A group forms when there is a suitable set of peers. Timing will vary by role and demand.
We are building interest around the following leadership roles. Each family may contain more than one group, depending on participants’ responsibilities and priorities.
For CHROs and senior people leaders managing workforce choices, executive capability and organisational change.
Possible discussionsSuccession and leadership pipelines; organisation design; culture and performance; the people implications of AI.
For CIOs and senior data and digital leaders accountable for enterprise systems, information and transformation.
Possible discussionsModernising systems; data ownership and quality; investment priorities; AI adoption, governance and enterprise risk.
For CTOs, engineering leaders, product executives and AI leaders responsible for building and delivering technology. Matching reflects whether your decisions centre on products and AI or mission-critical engineering.
Possible discussionsProduct direction; engineering capability; technical investment; delivery and reliability; responsible use of AI.
For divisional presidents and business unit general managers with profit and loss responsibility.
Possible discussionsGrowth and margin; resource allocation; operational execution; leadership teams; managing the relationship with group headquarters.
AI may feature in any group where it affects members’ decisions. Groups are matched around responsibility and relevant experience, with room for shared themes to develop.
We are also gathering interest in the areas below. These groups will develop when there is enough demand and a suitable match among participants.
For CFOs working through capital allocation, performance, risk and the finance function’s contribution to business decisions.
Possible discussionsFunding growth; cash and performance; complex operations; finance capability; AI investment and oversight.
For COOs and senior operations leaders responsible for dependable execution across complex businesses.
Possible discussionsProductivity and service; resilience; operating models; supply chains; the practical adoption of automation and AI.
For CROs and senior commercial leaders responsible for revenue, customers and routes to market.
Possible discussionsSales effectiveness; pricing; account growth; commercial capability; changing customer expectations and the use of AI.
For CEOs with responsibility for an entire company. This future stream is separate from the groups for divisional presidents and general managers.
Possible discussionsEnterprise strategy; board relationships; capital and growth; the executive team; leading through significant change.
Cybersecurity and other leadership roles. If you are a CISO or senior cybersecurity leader, select cybersecurity in the interest form. We are collecting future interest rather than offering a confirmed group. You can also tell us about another leadership role that is not listed.
Four to six leaders · Matched by role, scope and challenge
People outside your organisation who understand the responsibility.
What participation could look like
A member brings a challenge they are permitted to discuss. The group asks questions to understand the situation, then shares relevant experience and explores options. The member decides which ideas to take forward.
For example, a leader deciding where to invest in AI could explore the trade-offs, delivery capability and evidence needed before committing.
This is an illustrative session format. The final arrangements are shared before participation is confirmed.
Make time to participate, bring experience as well as questions, and give other members room to contribute. Keep discussion focused on helping peers work through their decisions. Participation is not an opportunity for unsolicited sales pitches.
Participants are expected to keep discussions private and to obtain permission before attributing someone’s comments or sharing their examples outside the group. Share only information you are authorised to discuss. Avoid personal data, confidential company material and competitively sensitive information.
Participation expectations, including confidentiality arrangements, will be set out before a group begins. A peer discussion does not replace professional advice or your organisation’s policies.
Senior leaders whose responsibilities and current challenges fit a particular group. Actual remit and peer fit matter more than title alone.
We are forming groups and assessing interest. An expression of interest does not confirm membership or a start date.
The proposed schedule, format and any fees will be shared before you decide whether to participate.
Select your main area of interest and mention any other relevant responsibilities. We will discuss the most useful fit with you.
No. Peer group participation is separate. If board readiness is relevant to you, it can be discussed as an optional next step.
No outcome of that kind is promised. The purpose is to work through leadership decisions with peers.
Tell us a little about your role and the discussions you would value. We will use this information to review your interest and potential group fit. Please keep your answers general and leave out confidential or sensitive information.
Alpha also works with leaders interested in board readiness. That is a separate, optional conversation. Joining a peer group does not require participation in another programme.
Questions: projectalpha@christian-timbers.com