Question 1

What is the 120% executive transition programme?

Accepted Answer

120% is a premium executive transition programme that builds three parallel commercial pathways simultaneously: winning a senior leadership role, building an independent consulting practice, and acquiring a business. It is designed for C-level executives (CEO, CFO, COO, CMO, CTO, CHRO) earning A$300,000–A$800,000 who are navigating redundancy, AI-driven disruption, or a deliberate career transition.

Question 2

How much does the 120% programme cost?

Accepted Answer

The programme fee is A$25,000 including GST. This covers all three pathways — a leadership role, a consulting practice, and business ownership — with no per-path top-ups, no success fees, and no surprises.

Question 3

Who is the 120% programme designed for?

Accepted Answer

120% is designed for C-level executives — typically CEO, CFO, COO, CMO, CTO, or CHRO — who have been earning A$300,000–A$800,000 and are now navigating a career transition. This includes executives facing redundancy, AI-driven role disruption, or those deliberately choosing to exit a corporate role in their 40s or 50s.

Question 4

What are the three pathways in the 120% programme?

Accepted Answer

The three pathways are: (1) Win the Next Role — board-ready CV, LinkedIn optimisation, interview coaching, and P&C navigation; (2) Build a Consulting Lane — offer clarity, go-to-market narrative, and commercial scaffolding for an independent practice; (3) Business Ownership — Buyers Toolkit, deal profiling, broker network access, and financial capacity assessment for acquiring a business.

Question 5

Is the 120% programme fee tax-deductible?

Accepted Answer

The programme fee is A$25,000 including GST. Whether any portion is deductible depends on your individual circumstances. We recommend speaking with your tax advisor for specific guidance.

Question 6

How does 120% support executives affected by AI redundancy?

Accepted Answer

120% was built specifically for the disruption landscape of 2025–2026. Rather than treating AI redundancy as a setback, the programme reframes it as a moment of optionality — building three simultaneous commercial pathways so executives leave with real choices, not desperation. The behavioural profiling component, led by Chief Profiler Milo Wilkinson, ensures each pathway is calibrated to the individual.

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