Collective Brilliance
CxOs acting as individuals, not a team—the drag that strategy can’t fix.
Imagine
A C-suite that moves as one—decisively, intuitively—when uncertainty hits.
A team that prioritizes enterprise momentum over functional wins.
The steady strength of seasoned alignment—no resistance. Pure flow.
Our retreats remove the drag that slows great teams—by unlocking the humility, integrative thinking, and shared ownership already emerging at midlife.
When the C-suite truly aligns, everything moves.
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From silos to stock surge.
At a Southeast Asian bank, our retreat series helped the C-suite break through silos—fueling an 80% stock surge in two years.
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From post-merger drift to strategic clarity.
At a digital insurer, our work post-merger helped unify a fragmented team—unlocking clarity, execution, and a successful acquisition.
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From siloed leadership to global outperformance.
Aligned executive teams deliver 3X stronger business performance and far higher employee engagement. (Bain, McKinsey)
But most executive teams never become teams.
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80% lack collective accountability and shared ownership.
(Leadership IQ)
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65% wrestle between functional and enterprise priorities.
(Center for Creative Leadership)
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Only 18% of leaders say their executive teams are ‘very effective.’
(Center for Creative Leadership)
Leadership changes at midlife. Most programs don’t.
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Why leadership feels different at the top.
Leading at this level is no longer about depth—it’s about breadth.
No longer about control—but connection.
It’s not a knowledge gap. It’s a shift in what leadership requires.
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Where we begin.
Most leadership programs focus on building skills.
We focus on the stage of life when those skills start giving way to something deeper.
At midlife, seasoned executives begin to lean into humility, pattern-recognition, and shared ownership—often without realizing it.
It’s like parenting a young adult who’s about to leave home: you feel the impulse to guide, but know it’s time to let go—and lead differently.
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What we do.
Our retreats tap into this natural shift—turning isolation into alignment, and uncertainty into enterprise momentum.
It all happens organically—by unlocking the same energy that can spark a midlife crisis.
(Minus the red sports car or Harley. Unless you already have one—in which case, excellent choice.)
What seasoned leaders say—after everything shifts.
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"Even though it was a tough few days, the results were transformational and set us on a path which has been successful and which is still working very well for us 18 months later."
Bill Maldonado, CEO, Eastspring Investments
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"It is transformative. Not an epiphany. A subtle discernment."
Mathilde Swierczynska, Managing Director, Head of Compliance, UBP - Union Bancaire Privée
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"The relentless focus on product, revenue, growth... had blinded us to the fact that our amazing people had built the best asset of all, a great team. Quite literally re-created our company!"
Terence Lyons, CEO, The Stakeholder Company
Reveal
Even the best C-suite teams can feel misaligned—without knowing why.
Trust is strong, but momentum stalls, and no one can quite name what’s off.
Reveal the emerging potential of your executive team—and your greatest strategic asset.
The Emergence Indicator™ reveals the hidden dynamics that shape—or stall—C-suite performance.
What your C-suite feels—but can’t quite name.
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Why It Matters.
Even the most capable C-suite teams can stall—without knowing why.
The room is full of talent, yet strategy drags.
Conversations stay polite, while real risks surface too late.
Accountability fades at the edges.
It’s not dysfunction.
It’s drift.
The slow erosion of alignment, ownership, and enterprise momentum.
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What It Unlocks.
The Emergence Indicator™ surfaces the underlying patterns behind that drift—so hidden tensions can rise, and leadership energy can flow again.
It’s grounded in a simple truth:
At midlife, leadership begins to shift—quietly, and naturally.
Qualities like humility, pattern recognition, and long-range perspective start to emerge.
But without the right conditions, those strengths stay stuck at the individual level.This diagnostic reveals the unseen team dynamics holding them back—so the shift already underway in each leader can take shape collectively.
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When to Use It.
Before a strategic offsite.
Ahead of a major pivot.
Or when something’s off—but no one can name exactly what.
The Emergence Indicator™ meets that moment with calm precision—making visible what’s already shifting below the surface.
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How It Works.
Each executive shares insights through a short online reflection and a private one-on-one conversation.
We synthesize findings into a visual Emergence Indicator™ report that maps patterns across five essential C-suite dynamics:
Collective Leadership – Do we lead as one when it matters most?
Enterprise Ownership – Do we put the whole ahead of our part?
Unfiltered Conversations – Do we speak the hard truths, early and often?
Decisive Execution – Do we move together—clearly and with resolve?
Adaptive Capacity – Do we reshape ourselves fast enough to meet what’s next?
Curious what this looks like in real life?
Download a full, anonymized Emergence Indicator™ report—based on real data from a C-suite team navigating trust, alignment, and enterprise ownership.
Unleash
When clarity rises, drag disappears.
When trust runs deep, speed follows.
When every voice plays its part—something greater emerges.
Our retreats don’t just align the team—they rewire how it thinks, decides, and shows up together.
From insight to the habit of enterprise leadership—one retreat at a time.
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Retreat 1—Connect as One.
Establish the trust and cohesion needed to lead as one—by naming what’s unspoken, resolving invisible tensions, and forging the foundation for strategic alignment.
(Ideal Location: Capella Singapore—A private sanctuary for honest dialogue and meaningful connection.)
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Retreat 2—Expand Ownership.
Break out of functional silos and into full enterprise ownership—where every CxO takes responsibility for the whole, not just their part.
(Ideal Location: Soma, Byron Bay—A purposeful setting for bold thinking and shared accountability.)
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Retreat 3—Unlock Synergy.
Turn parallel leaders into a unified force—blending diverse strengths into clear, fast decisions and elevated performance.
(Ideal Location: Cempedak Private Island—A creative, off-the-grid space to deepen collaboration and energize direction.)
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Retreat 4—Cascade Excellence.
Embed the shift—so alignment, trust, and ownership ripple through the next layers of leadership, shaping a culture that endures.
(Ideal Location: Amanoi, Vinh Hy Bay—A setting that mirrors the excellence your team now models.)
No projectors. No laptops. Just space for what matters.
What seasoned leaders say after everything shifts.
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"The learnings from these workshops have guided our team in adopting a new set of vocabulary, team norms and practices, and leadership governance—an incredibly impactful process on both professional and personal dimensions."
Chris Alexander, President, Liberty Mutual
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"The 2-day event really went a long way in helping the group to connect with each other at a deeper, less transactional manner—identifying underlying values and life experiences and aligning on ‘Must Win Battles’ for the year ahead."
Akhil Chandra, CEO, Greenfields Dairy Group
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“Cultivates in individuals and teams a lasting sense of empowerment, resilience, and confidence; inspires collective insights. Profoundly impacted my way of working, thinking, and being.”
Aarti Ramaswami, Dean, ESSEC Business School
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"Wisdom naturally emerges from people in the room and helps them connect, create, and inspire one another. An art to be 'Here and Now.’”
Audrey Ricard, Group Head Executive Development, Prudential
The Foundations
Midlife doesn’t just change how we live—it changes how we lead.
Leadership development programs miss this entirely.
Here are the foundations that make midlife the most potent and natural stage of executive growth.
We work from a simple premise: leadership’s deepest potential isn’t taught. It’s revealed—and midlife is the moment it surfaces.
The shift no leadership model accounted for.
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The Leadership Gap No One Talks About.
Jim Collins once described Level 5 Leaders as combining humility with fierce resolve—traits he considered nearly impossible to cultivate.
Robert Kegan suggested that only 1% of adults reach the “Self-Transforming Mind,” a stage marked by deep perspective and complexity of thought.
At Aramyss, we see midlife as the natural catalyst for these very traits to emerge.
(Both Collins and Kegan, interestingly, developed their insights before experiencing midlife themselves.)
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Midlife’s Winds of Change.
Midlife is shaped by converging forces—physiological, neurological, and parental—that quietly reshape how leaders think, feel, and act.
We call them the Winds of Change. Left unexamined, they can push leaders into crisis. But when harnessed, they unlock strengths few expect at this stage—depth, adaptability, and catalytic influence.
Our work helps C-suites tap into these shifts together—so individual change becomes collective transformation.
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Leading Through Quiet Conviction.
At the core of our approach is something we call Radically Empowering Presence—a way of leading that replaces instruction with trust, and control with quiet conviction.
It’s not about teaching or advising. It’s about creating the space where seasoned leaders rise to meet the moment—together.
Insights and resources.
Meet the guides.
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Aneace Haddad
A pioneer in the emerging field of midlife leadership development, Aneace helps senior executive teams shift from individual expertise to collective impact. With over 40 years of experience—including roles as a tech CEO and McKinsey Senior Advisor—he brings a global perspective on how midlife shapes leadership performance. His book, Soaring Beyond Midlife, explores the physiological, neurological, and parental changes that unlock leadership potential. Based in Singapore, he works with C-suite teams worldwide.
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Malti Bhojwani
Malti is an executive coach and team facilitator with over 20 years of experience helping C-suite leaders achieve deeper cohesion and alignment. As a Senior Advisor to McKinsey’s Aberkyn, she has led leadership retreats and culture alignment initiatives for global organizations. Her approach blends neuroscience, embodiment, and mindset work to foster lasting transformation. A recognized author, she has shared her insights through books and media appearances worldwide. Based in Singapore, she works with C-suite teams across Asia, Australia, and Europe.
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Roslina Chai
Roslina is a mediator, executive coach, and entrepreneur with over two decades of experience helping senior leaders navigate complex challenges and foster collaboration. Her multidisciplinary approach blends commercial, academic, and theatrical insights to create lasting leadership shifts. A certified gestalt leadership coach, she holds an Executive Doctorate in Business Administration from École des Ponts Business School. Based in Singapore, she partners with C-suite teams across Asia, Europe, and North America.
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Thierry de Panafieu
Thierry is a leadership coach and investor with over 30 years of experience helping companies navigate strategic transitions, fundraising, and scaling. As co-founder of Hera Capital and managing partner at Shift4Good, he has guided boards and executive teams to drive growth and performance. A certified integral coach, he offers practical insights shaped by his work across Europe, Asia, and the UK. Based in Singapore, he supports C-suite teams worldwide.
