For enterprises
One conversation engine.
Every group that matters.
From the executive bench to new employees, GoodGrowth powers structured mastermind programs across your organization, on the channels your people already use.
42%
of knowledge is unique to an individual and never shared with a coworker
63%
of managers say their organization's decisions aren't timely or high quality
7x
ROI reported by organizations using structured peer advisory programs
The real cost
Large organizations lose the connective tissue between people who have problems and people who have answers.
Manager overload, tenure compression, and senior-leader inaccessibility break the channels knowledge used to travel through. Hybrid work hardened the walls. AI is the newest accelerant.
2.8x
Span of control has expanded ~2.8x since 2017 to roughly 11 direct reports. 75% of HR leaders say their managers are overwhelmed; 74% say managers are not equipped to lead change.
Gartner HR Leader Survey, n=805 HR leaders, July 2024
70%
Managers account for ~70% of the variance in team engagement. When the manager is drowning, the team's engagement is what goes underwater first.
Gallup, State of the American Manager (2015); reaffirmed in State of the Global Workplace 2024
3.9 yrs
U.S. median employee tenure dropped to 3.9 years in Jan 2024, the lowest since 2002. Workers 25–34 sit at 2.7 years, less than one-third of workers 55–64 (9.6 years).
U.S. Bureau of Labor Statistics, Employee Tenure Summary, Sept 2024
01
The manager layer is buckling
The single person most responsible for whether knowledge moves through a team is the manager, and the role has roughly tripled in workload in seven years. They cannot make the introductions, sit in on the hard conversations, or notice the quiet exits. Not because they don't want to. Because they're underwater.
02
People solve problems in isolation
Your best operators are making high-stakes decisions alone. The answer exists somewhere inside the organization (another team, another office, two levels up), and they have no structured way to reach it. The sounding board is the missing infrastructure.
03
High performers leave quietly
They don't leave for compensation. They leave because they feel stuck, unsupported, or unseen, and the manager who would have caught it is covering eleven other people. By the time the signal reaches you, the decision is already made.
04
Training doesn't transfer
Workshops and courses measure completion, not behavior change. Content arrives too early or too late, in a format that gets forgotten before it gets used. What people need is peer support around the problems they're facing this week.
05
Programs run in fragments
Each layer in your org runs peer programs in isolation: different vendors, different platforms, different data, no compounding. The format works. The portfolio is what's broken.
How it works
Structured mastermind groups.
Powered by a conversation engine.
GoodGrowth organizes your people into curated peer groups of 5–8, matched by function, challenge, and growth trajectory. Each group runs recurring structured sessions around real problems. The technology handles everything before and after the room, so the room itself stays human.
The same four-step engine runs every program type, from a 200-person new-hire cohort to a 12-person executive bench.
01
Signal
People share what they're actually working on: real constraints, real goals. Not performance reviews. Not surveys. Collected via text. No app, no portal. Issues are structured and prioritized automatically. Candid input that does not get filtered through management.
02
Route
AI matches people into high-trust groups by function and challenge. The right peers around the right problems. Groups of 5–8, matched by role, challenge, and trajectory. Cross-functional or within a division. Matching sharpens over time as the system learns.
03
Session
Structured mastermind conversations with a clear agenda and peer input that matters. Members arrive prepared. Issues are submitted and briefed in advance. Conversation starts in the specific, not the general. No recording. No surveillance. Trust is the product.
04
Compound
Insights, commitments, and follow-ups carry forward. Every session builds on the last. Recaps and accountability nudges are sent automatically. Commitment follow-through is tracked across sessions. Routing and matching improve with every cycle.
No app required
Runs on the tools your people already use. Frictionless.
No app to download. No portal to log into. No new feed to check. GoodGrowth runs on SMS, calendar, and email, the channels your people already live in. Adoption isn't a problem when there's nothing to adopt.
SMS / Texting
Issue collection, prep, nudges, and follow-ups all happen over text. Conversational, not transactional. People respond because it feels like talking to someone, not filling out a form.
Calendar
Sessions land in native calendars with context attached. No separate scheduling tool. No back-and-forth. The session shows up ready.
Recaps, briefs, and reports delivered to inboxes. Leadership gets visibility without asking anyone to learn a new tool.
Program catalog
Options for any program your organization runs.
One engine behind all of them.
Peer-group programs sit across the entire organization. Each one solves a different problem and reports to a different leader. GoodGrowth is the layer underneath them all.
Tier 01
Leadership and retention
Executive peer groups
Cross-functional pressure-testing for VPs and the C-suite. The confidential room where senior leaders work through the decisions they can't talk through internally.
First-time manager cohorts
The most-failed transition in any org. Peer support is the format that actually moves the number: peers solving the same problems at the same time.
High-potential / succession bench cohorts
HiPo programs are a board-level metric and almost universally inconsistent. Peer groups give them ongoing structure that doesn't disappear after the cohort ends.
Executive onboarding cohorts
New VP and C-suite hires have ~40% 18-month failure rates. Peer support during the first 90 days is rarely delivered and high-leverage.
Tier 02
Knowledge and capability
Communities of practice / discipline guilds
Engineering, product, design, data, security. Most guilds are Slack channels that die in six months. Structured peer groups give them a heartbeat and a deliverable.
Critical-skill upskilling cohorts
AI literacy, change management, financial acumen. Peer-based formats retain skill where courses don't, because behavior change happens in conversation, not in a video player.
Tier 03
Belonging and culture
ERG / affinity group activation
Most ERGs are book clubs without an outcome. A structured peer-group mechanism gives them tangible programming and measurable belonging impact, without asking volunteers to design it from scratch.
Distributed / remote connection cohorts
Belonging programming for distributed workforces. Especially relevant past 1,000 employees with multiple offices or remote-heavy populations.
Tier 04
Revenue
Sales / CS operator peer groups
AEs and CSMs across territories solving similar deal problems in real time. The same room senior leaders run, scaled to the line.
A different door, and a reminder that the engine isn't just an HR tool. Anywhere people solve similar problems in parallel, peer groups compress the time it takes to get good.
Tier 05
Strategic moment plays
M&A integration cohorts
Acquired-talent attrition is the silent killer of M&A value. Peer groups create the trust connections that make integration stick by pairing acquired leaders with the operators they'll need to know.
Rotation and lateral-move cohorts
Internal mobility is the most valuable retention lever you have. Peer groups protect mobile talent through the transition that would otherwise be the moment they look outside.
One platform
Run one program or twelve.
Same engine.
Matching gets smarter, org-wide
Every program makes the next one better. The executive cohort sharpens the manager cohort sharpens the new-hire cohort.
Aggregate signal, group-level trust
Engagement, themes, and program health roll up across every program. Leadership sees the system and conversations connect inside the rooms they belong to.
One system, every program
One tool spans every program in your organization. Not a new vendor every time a budget opens up.
Outcomes
Powerful Programs.
Outcomes that stack.
One save at the senior level pays for the year.
$625K–$2.5M
Fully loaded replacement cost of a single VP, including ramp, lost deals, and team disengagement. One save pays for the program.
HBR / Forbes range; Nazemian on failed executive onboarding, 2023
23%
Profitability lift in business units with high engagement; 18–43% lower turnover depending on baseline. Managers explain ~70% of the variance.
Gallup, State of the Global Workplace, 2024
2x
Likelihood of achieving desired business outcomes for organizations operating "boundaryless HR" across programs rather than in fragments.
Deloitte, Global Human Capital Trends, 2024, n=14,000 leaders
Tier 01
Leadership and retention
Outcome. Senior-leader and HiPo retention. Executive 18-month survival.
Metric. Regrettable attrition at VP+ and identified-successor tiers. New-hire executive survival to month 18.
Dollar anchor. $625K–$2.5M per VP save (HBR/Forbes, Nazemian). 40% of senior hires fail within 18 months without structured onboarding (Heidrick & Struggles, 20,000-search study).
Mechanism. Cross-functional executive groups give VPs and the C-suite a confidential room for the decisions they cannot pressure-test internally. New-VP onboarding cohorts give first-90-days peer support, the part of executive transition almost no company delivers. The save is structural, not motivational.
Tier 02
Knowledge and capability
Outcome. Behavior change measured in the work, not completion rates. Discipline-level retention.
Metric. Skill application on real problems. Time-to-competency on critical skills (AI literacy, change, financial acumen). Guild participation that survives quarter two.
Dollar anchor. Cohort-based formats hit ~90% completion versus ~10–20% for self-paced (Bersin). 93% of employees stay longer at companies that invest in development (LinkedIn Workplace Learning, 2024).
Mechanism. Structured peer groups around real, current problems, not a content library. Behavior change happens in conversation with peers solving the same problem this week, then carries forward as commitments tracked across sessions.
Tier 03
Belonging and culture
Outcome. Inclusion score lift. ERG impact that survives audit.
Metric. Belonging and inclusion deltas tied to ERG participation. ERG programming that is reportable, not anecdotal.
Dollar anchor. 83% of employees in effective ERGs feel included, versus 59% in ineffective ones (McKinsey). The variable that moves the number is structured peer mechanism, not volunteer planning capacity.
Mechanism. ERGs and distributed-workforce cohorts run on the same engine as the executive bench. Volunteers stop designing programming from scratch; the format ships. Cross-office relationships build without the travel budget.
Tier 04
Revenue
Outcome. Quota attainment lift. Deal velocity.
Metric. % of AEs / CSMs attaining quota. Sales-cycle length. Pipeline conversion on contested deals.
Dollar anchor. Peer-coached sales managers are 1.6x more likely to hit quota; vendor research reports $4.5M additional opportunity value per coached team.
Mechanism. AEs and CSMs across territories solving live deal problems with peers carrying the same quota. The same room senior leaders run, scaled to the line. Different buyer (CRO), different budget. And one of the few peer-program lines that defends itself in revenue terms, not headcount terms.
Tier 05
Strategic moment plays
Outcome. Deal-value preservation in M&A. Mobility completion on internal rotations.
Metric. Acquired-leader retention through years one and three. Internal-mobility completion rate; regrettable attrition during role change.
Dollar anchor. 47% of acquired executives leave within year one of M&A; 75% by year three (Deloitte). Employees at high-internal-mobility companies stay 41% longer: 7.4 years versus 4.1 (LinkedIn).
Mechanism. Peer groups during integration pair acquired leaders with the operators they need to know, the trust connections that make integration actually stick. For rotations, the cohort holds the transition together through the moment the employee would otherwise look outside. Often funded out of integration or mobility budget, not L&D.
"Effective employee resource groups are key to inclusion at work."
Trust & privacy
Engineered so candor
is the safe option.
Your data stays in your company. Members get confidentiality by design. When the contract ends, the data leaves with you.
01
Your data stays in your company.
Each customer's data is isolated and never commingled with another customer's. Hosted in your cloud region of choice, selected at contract time. Modern encryption in transit and at rest. Internal access is role-gated, need-to-know, and logged. No engineer browses customer content as a default.
02
Confidentiality for members. Aggregate signal for the company.
What leadership does see: themes, engagement, program health, de-identified at the source and threshold-gated. No signal is surfaced unless the underlying group is above a minimum size that protects anonymity.
Enterprise architecture
Customer-isolated data
Each customer's data is separated from every other customer's at the data layer.
Modern encryption
Encrypted in transit and at rest, with internal access role-gated and audit-logged.
Group-boundary confidentiality
Individual disclosures stay inside the group they were shared in. No leadership view joins identity to content.
Threshold-gated reporting
Aggregate signal only, and only above a minimum group size. No themes or engagement view below that floor.
Named exit terms
Data return, production deletion, and backup deletion run on timelines published in the contract, with certificate of destruction on request.
Get started
It starts with one conversation
Some teams start with one program and prove the format. Others map the portfolio first and roll out in sequence. Either works. Both end in the same place.
Questions? Contact our team at hello@goodgrowth.ai