ENTERPRISE
Device-free leadership development, measured before, after, and 90 days on. From a single executive to full company transformation, on seven private Catskills acres 90 minutes from Manhattan.
Root Astro is not a corporate offsite. Highland, its executive format, is a device-free leadership program for cohorts of six to ten, built on seven acres in New York's Neversink Foothills, ninety minutes from Manhattan. Executives surrender their phones at arrival and don't get them back until they leave, trading catered team-building for navigation, fire-building, and unscheduled time that surfaces how the team actually operates under real conditions, not how it performs in a conference room. Co-founded by Lee Arthur and Marsha Prospere, Highland sends every participant home with a written 90-Day Bearing, not a survey.
Root Astro's enterprise practice is device-free leadership development for organizations, measured against the Human Return Rubric: six dimensions (Presence, Connection, Capability, Clarity, Resilience, Reverence) scored at baseline, at retreat's end, and again 90 days later. Engagements scale from a single executive to multi-phase company transformation combining Still Point, Highland, and The Bearing. Founders Marsha Prospere and Lee Arthur built the practice on 7 private Catskills acres, 90 minutes from Manhattan, on the premise that leadership capacity degrades without deliberate recovery and can be measured like anything else that matters.
Root Astro's enterprise practice is led by founders who've done the job it's built for.
The Human Return Rubric they built together didn't come from a consulting deck. It came from running companies and coaching the people who run them.
THE FOUNDERS
Co-Founder · Four-Time CEO
Lee Arthur has been CEO four times and built Blenheim Chalcot's leadership development arm from the ground up.
Co-Founder · ICF Professional Certified Coach
Marsha Prospere is an ICF-certified Professional Certified Coach who leads Rutgers University's OneRED High-Impact Leadership Program and teaches leadership for Goldman Sachs 10,000 Small Businesses.
THE BUSINESS CASE
Your leaders are always on. Always reachable. Always performing. The cost shows up in decision quality, retention, team cohesion, and the slow erosion of the judgment that got them to the C-suite in the first place. Root Astro reverses this erosion and measures the change.
The Human Return Rubric captures transformation across six dimensions: Presence, Connection, Capability, Clarity, Resilience, and Reverence.
Before and after. Quantified.
This isn't a feel-good metric. It's the strategic infrastructure your HR team has been trying to build with engagement surveys and 360 reviews.
THE DISCOVERY ADVANTAGE
The founding duality of Root Astro, Stillness and Strength, isn’t just philosophy. It’s a discovery framework.
Does this team need Still Point to recover?
Highland to break through?
Or The Bearing for individual leaders to find their own clarity first?
Every enterprise engagement begins with a discovery conversation. We listen to what's happening in your organization, the spoken challenges and the unspoken ones, and recommend the right combination of experiences. Sometimes that's a single Highland expedition. Sometimes it's a phased approach across all three retreats.
ENGAGEMENT TIERS
I
Development, transition, severance
Individual leader enrollment in The Bearing or Still Point. Ideal for high-potential executives, founders in transition, or leaders returning from leave. Includes full retreat experience plus 90-Day Return measurement.
II
Find, define and set strategy
Full Highland team expedition for 6–10 leaders. Includes pre-work discovery, confidential individual intakes, the Highland brief synthesis, 3-day expedition, and post-engagement debrief with organizational recommendations.
III
Build resilience and culture
Multi-phase organizational transformation. Combines Highland team expedition with individual Bearing enrollments for key leaders, plus Still Point residencies for executives in transition. Full Human Return Rubric measurement across all participants.
A guided sequence, not a sales funnel. Five steps from first conversation to lasting return. Each one designed to do one thing well, then hand off cleanly to the next.
A confidential call with our founding team to understand your organization’s challenges, culture, and goals.
No sales pitch. Just listening.
The right combination of experiences, timeline, and measurement framework, shaped to what we heard.
Built for you, not from a menu.
Confidential intakes, logistics, and expectation-setting. Quiet groundwork before the first footstep.
The map before the trail.
Device-free, nature-immersive, professionally facilitated. On the land, under the sky.
Where the work actually happens.
Human Return Rubric results, organizational recommendations, and next steps you can act on Monday.
Recover the signal. Hold the line.
THE LAND · WESTBROOKVILLE, NY
Seven private acres in the Neversink Foothills, ninety minutes from Manhattan.
Root Astro enterprise engagements range from $7,000 for individual attendance to six-figure multi-phase programs across departments. Every engagement is one all-in figure: discovery, a Human Return Rubric baseline assessment, and the residency itself, with all facilitation, chef-prepared meals, and the Back to Human sessions included, through to the 90-day measurement that tells you what changed.
Every enterprise engagement includes the Human Return Rubric, which measures six dimensions of leadership capacity: Presence, Connection, Capability, Clarity, Resilience, and Reverence. Baseline assessment occurs during the discovery phase, with measurement at retreat completion and at 90-day follow-up.
Executive coaching is ongoing and conversational. Corporate offsites are typically agenda-driven in conference settings. Root Astro is an immersive, device-free leadership accelerator in nature, a controlled environment designed to produce measurable shifts in leadership capacity that neither weekly calls nor hotel ballrooms can achieve.
Before any retreat, Root Astro conducts a discovery phase: stakeholder interviews, a Human Return Rubric baseline assessment, and a leadership context review. This determines which retreat format, facilitation approach, and follow-up structure will produce the highest return for your specific team.
You tell us who you're sending and a little about where they are right now. We handle the rest: application review, cohort placement, and everything from arrival to the 90-day return. You don't manage logistics. You made the introduction; we run the program.
Depends on who you are. If you're a fund, a founder who comes back with sharper judgment is a portfolio company with better odds. If you're a peer community, it's a member who has real reason to credit you for something that mattered. If you're an L&D function, it's a measurable data point in a leadership pipeline you're accountable for. We don't ask you to take our word for it: the Human Return Rubric gives you something to point to afterward, not just a testimonial.
Both exist, and you choose. Some organizations refer informally, one leader at a time, no agreement needed. Others want it more structured. Neither path is more "real" than the other. Start informal if you're not sure yet; formalize later if it's working.
Nothing you haven't earned the right to hear, and nothing that breaks what makes the work honest. The retreat itself is confidential: what someone says in a cohort stays there. What we can share, with the leader's consent, is the shape of what changed: did they finish, what they committed to on their 90-Day Bearing, how the Human Return Rubric moved. If you want more than that, it's the leader's story to tell you, not ours.
Making the introduction costs nothing. Program fees are the attending leader's or their employer's responsibility, the same as any other enrollment. If your organization already funds this kind of thing directly, for example a founder-development budget or a coaching stipend, we're often the destination for that line item, not an added expense on top of it.
A conference is attendance. This is terrain, a small cohort, and a return date ninety days later where the person has to show what actually changed. You're not recommending a place to learn something. You're recommending a place that will not let someone leave the same as they arrived, and that gives you something concrete to check back on.
Enterprise partnerships begin with a discovery conversation. Tell us about your organization, and we’ll tell you what we see.
Schedule a Discovery Call
