Most mastermind groups focus on revenue and / or profit. In this mastermind, each participant will have a goal in each of the following categories:
- Professional
- Personal
- Physical
- Philanthropic
Those are our 4 P's.

A life coach works with you individually and honestly, narrowly. FourPM is a community, a curriculum, a coaching relationship, and an annual Misogi — all operating simultaneously.

The 1:1 coaching sessions are one component of the program, not the whole thing. What makes FourPM different is the combination: a small group of high-performing peers who know your goals, bi-monthly in-person sessions that create real accountability, a cross-industry community that challenges your assumptions, and a Misogi that tests everything you've learned under real conditions.

A life coach can help you think differently. FourPM is designed to make you act differently — in every area of your life, with people who are doing the same.

A Misogi is a year-defining challenge with a genuine 50/50 chance of success. It's hard enough that you're not certain you can finish it — and meaningful enough that attempting it changes how you see yourself regardless of the outcome.

It does not need to be physical.

Your Misogi can live in any of the four goal domains — personal, professional, philanthropic, or physical. FourPM participants have chosen Misogis that include raising $25,000 for charity, launching a business from a plan that had been sitting since university, learning a new language, graduating high school at 26, and stepping down from the C-suite to spend irreplaceable years with their children.

The only two requirements are that it's hard enough to be genuinely uncertain, and that it matters to you — oh, and don't die. (Graham can explain.)

Within the first two weeks you'll complete a Goal Planning Workshop where you map your four goals — personal, professional, philanthropic, and physical — and identify which one will become your Misogi.

You'll be introduced to your cohort and given access to the FourPM community platform and course library. Your first 1:1 coaching session will be scheduled and focused on establishing your baseline, clarifying your goals, and identifying the leading behaviours that will drive progress before your first in-person session.

Your first in-person half-day mastermind session takes place within the first 60 days. By the end of month one most members describe feeling more clarity and accountability than they've experienced in years.

Your goals may conflict with our schedule, life happens and we understand that. FourPM is a small group of 8–12 people — when someone is absent the group feels it. Your presence is part of what makes the room valuable for everyone else, not just yourself.

We ask that members commit to attending a minimum of 5 of the 6 in-person sessions per year. If you know in advance that your schedule makes this difficult, it's worth discussing during your discovery call before committing.

The 1:1 coaching sessions are flexible and can be rescheduled with reasonable notice. The in-person sessions are fixed — they are the heartbeat of the program. If a critical mass of members cannot make a scheduled date, Graham will endeavour to reschedule for the greater good.

When you're accepted into FourPM you'll pay a commitment fee to reserve your seat — $2,000 for Core, $3,250 for Pro, and $5,500 for Elite. This fee is applied directly to your total investment and is non-refundable.

The commitment fee exists for one reason: the people who hold their seat seriously show up differently. It signals to you and to every other member of your cohort that you're genuinely committed. Every member in the room has made the same commitment. That's part of what makes the room work.

The balance is paid in monthly instalments over 12 months following your commitment fee.

Yes. Explicitly.

Most peer development programs — YPO, EO, TEC, MacKay CEO Forums — require you to own the company or hold the top title to qualify. FourPM was deliberately designed to serve the people those programs leave out.

If you're a VP, director, senior manager, high-performing professional, or early-stage founder who doesn't yet clear the revenue thresholds those organizations require — FourPM was built for you.

The qualification for FourPM is not your title or your revenue. It is your hunger for growth, your commitment to the group, and your willingness to attempt something hard.

Yes — and this is worth exploring before your discovery call.

Elite members receive two team-facing deliverables: a Half-Day Leadership Workshop and a Full-Day Goal Setting and Elite Action Systems Workshop, both delivered to a team, board, or group of your choice. These are valued at $3,000 and $5,000 respectively and can be invoiced directly to your organization.

That means your organization can fund $8,000 of your Elite membership as a legitimate professional development expense — reducing your personal out-of-pocket cost significantly.

Bring this up during your discovery call and we'll walk you through how other Elite members have structured this conversation with their organizations.

New cohorts begin every 90 to 120 days. Applications are reviewed on a rolling basis and cohorts are intentionally kept small at 8–12 members.

Contact us directly or complete the application form below to find out when the next cohort begins and whether there is availability.

Members who want to continue are welcome to re-enroll. 100% of Founding Members requested to continue.

Each year brings a new Misogi, new goals across all four domains, and a deepening of the relationships and frameworks you've built. The program doesn't change — but you do, and the conversations and challenges evolve with you.

Members who have been in FourPM for multiple years consistently describe the compounding effect — each year builds on the last in ways that a single year cannot replicate. The community deepens, the trust grows, and the goals get bigger.

There is no graduation. There is only the next level, deeper meaning, greater fulfillment.

Most groups don't think carefully about this. We do, and here's why.

Two independent lines of research arrive at the same conclusion through completely different methods.

The first is laboratory research on collective intelligence conducted by Anita Williams Woolley at Carnegie Mellon University, published in Science in 2010 — one of the most rigorously peer-reviewed journals in the world. Woolley and her colleagues found that groups possess a measurable collective intelligence that predicts performance across a wide range of tasks — and that this collective intelligence is not primarily determined by the smartest person in the room. It rises with social perceptiveness: the capacity to read nonverbal cues, sense what isn't being said, and adjust accordingly. Women score higher on social perceptiveness on average, which explains why groups with meaningful female representation consistently demonstrated higher collective intelligence. Critically, the finding was a surprise to the researchers — they didn't design the study to find it. That strengthens rather than weakens its credibility.

The second is a five-year longitudinal study conducted by Sodexo across 50,000 of their own managers in 70 business entities worldwide, tracking gender composition against operational performance between 2011 and 2016. The study found that management teams operating with a 40–60% gender balance outperformed less balanced teams on every metric tracked: operating margins, client retention, employee retention, employee engagement, and workplace safety. It also found that the performance gains plateaued once the proportion of women exceeded 60% — confirming that balance, not simply more women, is the operative factor.

These are not the same study. They used different methods, different populations, different outcome measures, and were conducted entirely independently. They arrived at the same directional finding.

We want to be transparent about the limitations. The Sodexo study is internal research — conducted by a company that had already committed to gender balance as a strategic objective — and has not been independently peer-reviewed. The McKinsey research on diversity and financial performance, which is frequently cited in this space, has faced credible methodological criticism around reverse causality, and we do not rely on it as a primary source. We rely on Woolley for the mechanism and Sodexo for the operational pattern, and we note that they converge.

We also want to be clear about what this is not. It is not a political statement. It is a design decision made because the evidence — imperfect as all evidence is — consistently points in one direction: balanced groups think better. They surface more dimensions of a problem. They catch what homogeneous rooms miss.

FourPM holds the 40–60% line even when it makes filling a cohort harder. That is a deliberate choice, and we think it makes the room more valuable for everyone in it.

Wild Walks is Graham's wilderness coaching program — a 5-day guided expedition that takes participants into remote natural environments to test their limits, build clarity, and experience the kind of challenge that recalibrates how you see yourself and what you believe is possible.

The trip can be the physical activation of your Misogi goal for Pro and Elite members. It is not a luxury retreat or a sightseeing tour. It is a genuine wilderness experience designed to be challenging, reflective, and transformative.

Pro & Elite  members receive an enhanced experience with dedicated preparation and integration coaching before and after the trip.

Details on locations, physical preparation, gear, and logistics are provided after you join. If you have specific physical considerations or concerns, raise them during your discovery call.

Every applicant completes a short application form and a 30-minute discovery call with Graham. Selection is based on three criteria: hunger for growth, commitment to the group, and values alignment.

We are also intentional about cohort composition — gender balance, cross-industry diversity, and the overall dynamic of the group. This means that a strong individual applicant may occasionally be invited to join a subsequent cohort rather than the current one if the timing serves the group composition better.

This is not a rejection. It is a commitment to building the best possible room for everyone in it — including you.