Reflections on Downshift

Musings from the world’s first decelerator program for high performers in transition

Six months ago, I embarked on a mission to create the world’s first decelerator program for high performers in transition. While I had a compelling vision, a high level plan and timeline, I was guided by just a few intentions—to treat this as an experiment, to keep it simple, and to let it unfold. I didn’t know what it would evolve into or who I would become. I didn’t need to know. I was channeling something bigger than myself.

I approached each week with a flexible mindset, allowing my intuition and the evolving needs of the program to guide me as opposed to a rigid plan. I also leaned heavily on two collaborators, David Spinks and Matt Yao, as well as a close circle of advisors for creative, operational, and emotional support. This collaboration not only simplified the process but also alleviated much of the pressure and anxiety I’ve felt at times as a solopreneur.

I’m honored to share that the inaugural cohort of Downshift exceeded all our expectations. We didn’t just launch a brand and laid the foundation for a program; we planted the seeds of a vibrant community and impacted a dozen lives. We also got more clarity on the kind of company we’re building—one that prioritizes patience, service and intentionality, over everything, including growth and profits. While the program wasn’t flawless, it was pretty damn good for a pilot. I’m super proud of what we created and the impact we had.

As I reflect on the initial leg of the journey, I feel called to openly share the highs and the lows. This reflection serves both as a way to process my experience and to inspire more professionals to embrace Downshifting.

Here are my lessons and learnings from Downshift over the past six months.

Program Structure

When I set out to create a framework for the structure of the program, I turned to Wes Kao’s insightful blog post, “Course Mechanics Canvas: 12 Levers to Achieve Course-Market Fit, for inspiration and guidance since I had never built a program before. I also spent time studying successful cohort-based courses that I admire, such as Nervous System Mastery and altMBA. 

Although I was in unfamiliar territory, my experience participating in numerous coaching courses informed my vision: a highly intimate, intense, and experiential program. I envisioned Downshifters meeting twice weekly, engaging in workshops, guest lectures, and group coaching, all integrated into an eight-week curriculum alongside 1:1 coaching. ​​This structure was designed to equip the group with essential skills for cultivating self-discovery and navigating transitions, while also allowing me to provide personalized support to each participant throughout the program.

Initially, the program was intended to be fully virtual, taking a page from most cohort-based courses. However, a week before launch, I went for a walk with my officemate, Chris Muscarella, and I shared how a retreat would really deepen connections and enhance the experience, recalling how loneliness and lostness often shadow transitions. I also believed that a retreat would set the tone for a unique program and solidify the commitment of our Downshifters. Chris’s advice was decisive: "If you’re going to do this, you might as well do it right." In that moment, I knew we had to kick off Downshift with a retreat.

Although this was a no-brainer decision, I emotionally struggled with it because finding the ideal location would delay the launch, significantly increase costs and decrease margins, shorten the application window, and potentially limit who could attend. I also hadn’t executed and facilitated a retreat of this scale and cost before. Despite these challenges, I decided the retreat was essential, and I was willing to risk a deposit on the space, even if we didn’t fill the entire cohort. Miraculously, within a week, I discovered the perfect location—Piaule, a beautiful resort nestled in the woods, offering sweeping views of the Catskills.

Just four weeks later, the program launched with a transformative two-day retreat in the Catskills, setting a powerful tone for the subsequent eight weeks. The curriculum we designed was extensive, covering hearty topics, such as presence, death and endings, liminality and lostness, ambition and money, core values, embodied experimentation, creativity and play, among others. Although I had outlined the arc of the program, each module, and its objectives before the launch, I made a conscious decision to flesh out the detailed content and exercises for each module as the program unfolded. This approach allowed us to remain flexible and make adjustments based on feedback from our Downshifters.

In retrospect, the integration of the retreat proved pivotal in building momentum out of the gate and proved we were creating something different from other cohort-based courses. This sentiment was echoed by many, including one participant who shared:

I really cherished the in-person retreat. It was my first time diving into something like this, and honestly, I had no clue what to expect, which had me feeling pretty anxious. The setting and environment were perfect, and contribute to the overall atmosphere which I felt was inviting and also inspiring. I also enjoyed and appreciated the diversity of the participants and my interactions with all of them. It was definitely more rewarding than I anticipated.

We wanted to incorporate many elements—the retreat, workshops, guest lectures, readings, reflections, and 1:1 coaching. I’m proud that, despite all of these moving pieces and some fear I experienced early on, Downshift came together as a coherent whole over the course of eight weeks.

The Cohort

When we opened applications for just twelve slots, I wasn’t sure how many people would apply or if there would be much interest, though I sensed we were filling a significant gap in the market. It was a leap of faith, especially given the $20,000 deposit to secure Piaule. 

Here’s what I knew: our goal was to build a diverse community of professionals who were highly committed, introspective, curious, radically honest with themselves, and willing to support their fellow Downshifters.

As soon as we launched, we received a tremendous amount of love and applications began to slowly trickle in. ​​The idea struck a chord, but I wasn’t sure it would translate into enough applications to form an exceptional first cohort. Given Downshift was an unproven concept and the retreat was a two-hour train ride from New York City, there was significant friction, especially for out-of-towners. I heard from a few dozen people who were interested but couldn’t make the dates work.

A few weeks into the enrollment period, half of the cohort had been filled, yet I began to consider lowering our standards due to anxiety that we might not have a full roster. Even though I was nervous, I decided to maintain a high bar and trust the process by hosting several Q&A sessions and continuing to share what we were building with anyone who would listen. Despite my fears, we received more than thirty thoughtful applications from an impressive pool of high performers from around the world. Downshift was becoming a reality. 

While it was time-intensive, I interviewed every candidate to learn about their transition journey, their desire to join the program, and to assess their fit. When selecting the final roster, I considered expanding the cohort size from twelve to sixteen, but I chose to stick to our original plan to keep it small and intimate. After all, this first cohort was about learning and testing, not about maximizing scale, profit or impact.

In the end, we curated an incredibly diverse group of twelve Downshifters, ranging in age from thirty to sixty, with an average age of forty-five. Our participants hailed from cities across the United States and around the globe, including San Francisco, Denver, New York, Atlanta, London, and Nairobi.

The gender balance was seven women and five men, featuring four post-exit founders, two institutional investors, and six leaders from tech or tech-adjacent fields. Moreover, three participants identified as people of color, adding further richness to our community. While I hoped the cohort would be diverse, this emerged naturally from the application pool and the most deserving candidates.

What truly made this cohort special was the broad spectrum of professionals and experiences they brought with them. This wasn't just a group of founders and leaders but a tapestry of talents and backgrounds, creating a dynamic environment and community. Each person brought a range of personal and professional skills, including a DJ, a pilot, a concert pianist, a biomedical engineer, a potter, a rocket scientist, and a world-class software developer, among others. This diversity was greatly valued and appreciated by all Downshifters. 

Despite the significant differences among Downshifters, they all shared one thing in common: the deeply human experience of navigating a transition. Additionally, the breadth of backgrounds and experiences underscored the universal relevance and appeal of downshifting.

While all participants were navigating work transitions, many were grappling with questions that extended well beyond their careers:

• What city or country do I want to reside in?

• How does my life reflect my values?

• What impact do I want to have in my life?

• Do I want to remain in my marriage?

• What is holding me back from expressing my gifts?

• How do I want to spend the last season of my life?

• How do I prioritize my family above everything?

• Do I want to have kids and raise a family?

Towards the end of the program, I noticed that our Downshifters had spent very little time discussing the gigs or ideas they were pursuing. Instead, they were deeply engaged in exploring and sharing their personal discoveries and insights with each other. 

We hit the jackpot with our first cohort. Not only was it diverse, but everyone was highly engaged and supportive, making the group truly special.

The Numbers 

When I embarked on this journey, my goal was to create a program that was not only impactful but also financially sustainable. However, for this first cohort, our priority was optimizing for learning over profit.

We set the initial price at $6,000, aligning with other premium cohort-based courses like Write of Passage and altMBA. We also made a deliberate decision to offer scholarships to exceptional candidates who embodied our core values. With these scholarships, the average revenue per Downshifter was ~$4,800, generating total revenue of $57,500.

Our major expenses included the retreat location, food and beverage, payments to the core team, and a variety of specialized coaches, like David Spinks and Wes Kao, who advised on community, curriculum and workshop design. We also chose to compensate our guest lecturers with a $500 stipend as a token of our appreciation—a rare practice among accelerators and other cohort-based courses. Other expenses included our SWAG packages, which featured Downshift-branded notebooks, coins, tote bags, and other thoughtful items, such as a Brick device. 

After all expenses were accounted for, we broke even with our first cohort. I saw this as a huge victory, considering the heavy investment in the experience. There were moments during the program when I marveled at how much I was learning from the participants and the process. The experience, skills, confidence, and relationships I gained are truly priceless. No amount of profit could have made this first experience more rewarding.

Looking ahead, our focus shifts to building a financially viable program that can endure many years. We will be raising prices, but we remain committed to offering scholarships to ensure inclusivity and accessibility. Feedback from participants reinforce this upcoming change, with one saying, “I think $6K is a bargain for the value that I received. I’m comparing this, for example, with some of the 2-5 day workshops on different subjects that I can find in YPO.”

To drive profitability so we can reinvest more into future cohorts, we plan to partner with a more cost-effective retreat venue and reduce spending on outside coaches and consultants, which is no longer required given that our foundation is now established. We also intend to expand the next cohort size and charge a premium for 1:1 coaching, which will help increase revenue. With these adjustments, we are confident that we will have a sustainable model as soon as this fall.

Program Success & Feedback

Throughout the eight weeks, we collected hundreds of data points from our Downshifters. While they’re still integrating the experience, nearly every one reported experiencing a profound shift in their worldview and/or their sense of self.

One participant said there were “too many shifts to list.” Another commented, “I experienced many shifts in big and small ways. Subtle things like more contentment. Big things like more confidence, trusting myself and making decisions to put myself first.” Another participant expressed, “Yes, many shifts. I feel more grounded, calm, and self-aware. I proudly share that I'm taking a break, embracing Downshifting. What was once fear of transition has turned into a beautiful, joyful experience.” These sentiments echo the broader feedback we received. 

While I am cautious about relying solely on Net Promoter Score (NPS), our initial score of 9.9 from our twelve Downshifters is promising. Despite the small sample size, it indicates high satisfaction levels, suggesting that we successfully delivered on our promise and on our way towards product-market fit.

Based on the feedback we received, our Downshifters said they valued several many elements throughout the program, including: 

• The “transformative” in-person retreat

• The diverse backgrounds and experiences of the cohort

• The depth and breadth of modules

• The seamless integration of theory and real-world practice

• The thought-provoking guest lectures

• The wealth of resources, including essays and videos

• The engaging reflection exercises

• The WhatsApp group that buzzed daily with pictures, quotes, and updates 

The array of elements ensured that each Downshifter found something meaningful to take away from the program, tailored to their individual needs and learning styles.

The commitment and dedication of our Downshifters to the program stood out as a personal highlight for me. We had near-perfect attendance at every workshop and guest lecture, and the active participation in our WhatsApp group demonstrated a remarkably high level of engagement. Witnessing their dedication to both their own growth and also to the community week by week was inspiring and energizing.

Some of the written feedback really drives this home. One participant shared: 

These past months have not only introduced me to lasting friendships but also transformed how I carry myself in the world. The cohort you’ve so carefully put together, with its age and background diversity, has been remarkable. I genuinely learned something meaningful from each person. I can’t even begin to express how profound the impact of the guests, the program, and its depth has been.

Another participant reflected:

When I first read about Downshift, I responded quickly and impulsively – the program looked interesting and potentially beneficial, but I didn’t have any expectations, I was just curious. Now, having gone through the program, I am glad that I clicked that link in a random chat – what a serendipity! I believe Downshift influenced my trajectory and my transition in a major way. I’m still working on piecing everything together, both Downshift outtakes and other parts of my search for the ‘future me’, but I’m sure that a few years later, when I look back, I would call Downshift an inflection point on my lifeline.

​​While we've received overwhelmingly positive feedback and are proud of the impact the program has had, there's still plenty of room for improvement and iteration. 

Enhancements & Iterations

As we turn our attention to the next cohort this fall, we’re carefully wading through the treasure trove of feedback we’ve received to refine the program and create an even stronger foundation for deeper impact. 

Feedback from our Downshifters expressed clear desires for the following: 

1. Longer program with expanded sessions, more in-person experiences, and more time to process and integrate their experiences. 

2. Conclude the experience with a retreat. Consequently, our fall 2024 program will likely extend to ten weeks and include a three-day retreat to kick things off, along with a more robust 30-day integration protocol at the end of the program.

3. A co-facilitator who brings feminine energy and complementary skills into the program. I’m actively in talks with potential co-facilitators for the next cohort. Ideally, I’m looking for a woman practitioner with deep experience in mindfulness, somatics, or other therapeutic and trauma healing modalities. While this relationship will be another experiment, I hope it will evolve into a long-term partnership.

4. Better resources. While everyone received a notebook and a personalized Notion, some Downshifters expressed a desire for a comprehensive workbook that includes the various readings, exercises, and reflections. They felt that having a single, organized resource would enhance their ability to track their progress and revisit key concepts long after the program ends.

5. More focus on the topics of ambition, core values, and experimentation. These areas resonated deeply with the group, highlighting their importance in the transition process and program. In the future, we plan to dedicate more time to these topics. This extended focus will allow participants to more thoroughly examine their beliefs and motivations and stress test them outside of our container.

6. More time with guest lecturers. 60 minutes wasn’t enough to hear more about the guest lecturers' own transitions, stories, and wisdom. Additionally, there was a strong interest in hearing from a more diverse group of lecturers, including more people of color. The group emphasized the need for more racially and ethnically diverse voices among the guest speakers.

7. More time as a community. They requested more triad sessions during workshops and 1:1 pairings between workshops for deeper connection and accountability with one another. Additionally, they suggested redesigning and more deeply integrating the weekly “community hour” to enhance its purpose and flow. These changes will foster stronger bonds and a more cohesive, supportive environment.

8. We also heard that they want more support integrating “Downshift practices” into their daily routines. These practices include meditation, yoga nidra, morning pages, and gratitude exercises, among others. We plan to make these practices a more foundational element of the program for our next cohort in the fall.

In addition to these important requests from Downshifters, I have something new to bring to our next program too. After participating in a five-day Soulcraft intensive in June, I’d like to weave more nature-based practices into Downshift, explore the importance of impact with the cohort, and infuse more soul into the program through poetry, art and metaphor. These changes will help our Downshifters unlock a different part of their brains, connect with something bigger than themselves, and realize their unique place in the world. 

Beyond these, there were many other actionable suggestions and recommendations, such as organizing a reunion one year after the program. The opportunities to build upon what we started are endless. We’re taking a long-term mindset in building Downshift, and we’re excited to implement more of these changes over time.

Lessons in Downshifting

Prior to launch, I noticed familiar patterns in myself reemerging—centered around achieving, striving, and efforting—reminders of my days in venture capital. These old habits manifested in late-night work sessions, a persistent belief that I needed to handle everything myself, and an overwhelming desire to get everything perfect. My mind became consumed by Downshift. It was hard to concentrate on anything that wasn’t tied to moving the program forward. 

I even found myself neglecting my body and abandoning core practices like meditation, nature walks, and morning pages. When I was with my kids I was thinking about all the tasks I had to accomplish. I was with them physically but not mentally and emotionally.  Internally, there was a tension between the parts of me eager to scale up and speed up, and those emphasizing the importance of living out my values. Initially, there was a push to strive and hustle to make things happen. I was clearly upshifting even though I was preaching downshifting. 

Several friends, including Alex Olshonsky, along with my wife, Eliza, called out these tendencies and challenged me to truly embody the Downshift values. This was an early wake-up call.

As the retreat commenced and the program unfolded, I gradually embraced a sense of ease in building, facilitating, and coaching. This experience prompted me to continually ask myself: What does it look like to build Downshift with our core values of patience, intentionality, presence, and service at the forefront? This question led me to an even more important question that has guided my journey: How do I authentically embody the principles of downshifting in my own life?

Deepening my commitment and engagement with the program reinforced my desire for a slower pace in life. This shift did not diminish my ambition or productivity drive; rather, it awakened a deeper yearning to move at a natural pace that respects my body's needs and my nervous system, while honoring my long-term commitment to this soul-infused calling. 

What did this look like in practice? After the retreat, my workday largely centered around a 9-5 schedule. This enabled me to drop off and pick up my daughter from school. Some nights, I would continue working after putting the kids to bed, but never for more than an hour or so. I prioritized my core practices—exercise, meditation and writing—without fail, sometimes carving out time during the day to ensure I could fully engage with them. I also embraced walking meetings and coaching sessions, allowing me to break away from Zoom, move my body, and immerse myself in nature.

I’m eager to build Downshift with these principles at heart and create a company that encourages others to do the same.

Evolving Understanding of Downshifting

When I first launched Downshift, my concept of downshifting was limited to simply slowing down during periods of transition. However, through the experiences of our inaugural cohort and my personal journey, I've come to realize its reach extends far beyond transitional phases.

Downshifting is essential not only for high performers navigating changes but also for those experiencing burnout, addicted to work and productivity, hesitant to leave demanding or unfulling roles, hooked on their digital devices, or simply going through the motions day after day—afflictions rampant across nearly every profession.

At its core, downshifting facilitates a deep relationship with ourselves and the world, enabling us to live a deeply intentional life. This shift helps us break free from autopilot and reject externally imposed scripts and stories. As we slow down from moment to moment, downshifting deepens our connections with ourselves, others, our environment, and something larger than ourselves. Moreover, it allows us to recognize and pursue what we most value and long for. This process unlocks the inherent potential and depth in each moment, fostering a sense of wonder and possibility. Finally, downshifting enables us to pause and fully engage with our thoughts, emotions, physical sensations, and personal narratives, thereby cultivating a heightened sense of awareness and embodiment. 

Downshifting is not about abrupt, seismic changes that disrupt our lives; rather, it's about cultivating the awareness necessary to take deliberate small steps that eventually add up to larger transformations. As I often said during the program, we're planting seeds. We don’t know which ones will bloom, but trust that some will. This approach allows us to integrate changes at a pace that feels natural and sustainable, avoiding the overwhelm that often accompanies forced, rapid adjustments. Each small step, when viewed in isolation, may seem insignificant, but over time, these steps weave together to form a rich tapestry of growth. By focusing on gradual evolution rather than instant overhaul, downshifting teaches us the value of patience and the profound impact of cumulative efforts.

In a society fixated on perpetual progress and material gain, downshifting does not diminish our ambitions; rather, it empowers us to reorient our lives in service of our deepest desires, values, and ambitions. This reorientation allows us to prioritize what truly matters, stripping away the superficial goals imposed by societal expectations. By aligning our daily actions with our true aspirations, downshifting helps us cultivate a life that is not only successful by external standards but also deeply fulfilling and meaningful on a personal level.

To downshift is to create a life filled with connection, depth and meaning. Downshifting creates more possibility and aliveness.

I firmly believe that everyone deserves to experience the power of downshifting; it should be accessible to all, not just founders and tech executives. By slowing down, we’re able to connect with what truly makes us human: our senses, emotions, bodily sensations, and thoughts. This deeper connection with ourselves cultivates a richer understanding of our own needs and desires, allowing us to move through life with greater purpose and clarity. It’s not just about reducing stress or recovering from burnout; it’s about embracing a more mindful and intentional way of living that deepens our existence.

This simple act of stepping away from the incessant stimulus-response cycle of connectivity does more than just refresh the mind and calm the nervous system; it also fosters a space for deeper introspection and enhanced clarity. 

In an increasingly accelerating world, we urgently need companies and programs that help us decelerate, consciously engage with life, and move forward with intention. Downshift addresses these needs by fostering connection, presence, authenticity, and depth—qualities that high performers and most humans deeply yearn for. Embracing this shift is crucial for cultivating a more mindful, balanced, and purpose-driven society.

I hope that the leaders who participate in Downshift will take the principles and frameworks they learn back in their companies and communities, helping others to downshift as well. I fundamentally believe that downshifting can lead to healthier leaders, which in turn creates healthier communities and companies.

It Took A Village

Downshift was very much a team collaboration from the very beginning. There’s little doubt I would have been able to pull off my vision given the complexity of the program. This was absolutely a team effort.

A special shout-out to David Spinks and Matt Yao, who were my core team every step of the way.

David and I went for a hike in early January and he was among the first people I told about Downshift. Without any hesitation, he said he would like to be involved in any capacity, formally or informally. In the early days, he began to advise me on community design, website copy, and the flow of the program. After a few weeks, it became clear that I wanted him as a core member of the team. I eventually asked him to be my co-facilitator because it was clear to me that David was not only passionate about Downshift but also a talented community builder and coach. I’m so glad that he was a part of the first program. I hope he’s an integral part of Downshift for many years to come.

Around the same time I was starting Downshift, Matt Yao approached me about becoming my apprentice. At just 25, Matt began a journey of deep introspection that led him to leave his job as a Product Manager at Cash App and embark on a transformative multi-year sabbatical. When I told him about Downshift, he jumped at the chance to contribute and learn from me. He did it all throughout the program—editing the website at late hours, printing materials for the retreat, sharing his wisdom with the group, and much more. Matt is now coaching mid-career professionals through significant transitions and lostness. I have no doubt he’s going to have a huge impact in the coming years. 

I’d also like to thank the insanely amazing and talented guest lecturers that joined us throughout the program. These include Matthew Immergut, Holly Whitaker, Andy Johns, Catherine Liggett, Simone Stolzoff, Marc Kaplan, Kelly Wilde Miller, Jonny Miller, and Brooks Baron.

I’d also like to thank other significant contributors, including my long-time editor and coach Rachel Jepsen, breathwork practitioner and elder Alice Wells, and altMBA and Maven Co-Founder Wes Kao. Last but not least, I’d like to thank my wife, Eliza, who encouraged me to go for Downshift from the very first bolt of inspiration. 

Together, this team—each bringing their unique talents and perspectives—played an essential role in shaping Downshift into the program it has become. Their expertise and support not only impacted the lives of our Downshifters but also set a strong foundation for Downshift's future.

I've also come to an important realization—I no longer want to be a solopreneur. Despite the freedom and autonomy that has afforded, I absolutely loved being part of a team again. I spent the first half of my life playing team sports and was a part of high performing teams for nearly two decades. I missed being in the trenches and creating with others. I now feel a strong call to collaborate with other practitioners and build an organization that not only has a tangible impact but is a great place to work. Downshift has become so much bigger than myself and I know it has so much potential. I’m ready to see how it evolves through partnership and co-creation. I also recognize that fully embracing downshifting means recognizing that you can't do-it-all yourself.

A New Chapter Has Begun

As I reach the campfire and circle it once, the group is behind me, following in a line with their lanterns, their steps a gentle murmur against the earth. The rhythmic rustling of leaves and the crackle of the fire blend with their movements into a symphony that underscores the sacredness of the moment. The growing fire is ready to consume the regrets, behavior patterns, and unprocessed emotions that have burdened us. 

When I complete the circle, the others stop in their places around the fire. A reverent silence envelops us, punctuated only by the sound of breath and embers popping in the flames.

Gazing into the fire between us, I am struck by a profound realization—seven years after quitting my VC job, I have finally completed a cycle of renewal. Throughout these years, I've felt adrift, never truly finding my footing.

But tonight, on the last night of the retreat, as I enter into a ceremony of letting go accompanied by twelve brave souls, I am struck with the certainty that I am exactly where I am meant to be—home.

When I had the initial vision for Downshift, I viewed it as one giant experiment and was unsure what would transpire. Despite the uncertainty, I believed. I believed in the idea. I believed in myself. I believed in my experience. I believe in my team. Through the entire process I felt like I was tapped into something deep within me, as if something was effortlessly flowing through me. A channel of immense creative energy and trust guided me every step of the way.

Yet, this journey was filled with challenges and surprises. Despite my extensive experience as a coach, this process was a profound period of learning and transformation. I gained new insights into leadership, curriculum design, facilitation, the dynamics of cohort-based programs, and emerged as a significantly different coach than I was at the beginning of the year.

Looking back, the entire process felt less like work and more like a journey that unfolded with ease. Despite its challenges, there was an unexpected ease to the experience. This journey unlocked new capabilities within me, from retreat planning and curriculum design to facilitation and group coaching. The breadth and depth of what I've learned and achieved have far surpassed my initial expectations, revealing that much more is possible than I had imagined.

As I look towards the next chapter of Downshift, I’m sitting with some radical but important questions. 

• What does it look like to build Downshift slowly and patiently over the next decade?  

• What does Downshift look like as a “calm” company?

• What would it look like to build a company that encourages collaborators to adopt a slower pace?

• What does it look like to transcend the superficial race of productivity and competition, leading instead with intentionality, patience, and service? 

While I’m living in Copenhagen and enjoying a mini-sabbatical for the month of July, I'm working on a new website for Downshift alongside Eliza, my talented wife. I’m blessed to have her branding genius and support on the project. 

The new site will go live by August 1st, and applications for the Fall 2024 cohort will be available at that time. The next cohort is slated to begin in early October. Although we plan to keep the cohort small and intimate, we expect to increase the number of available slots.

I’m genuinely excited to see what unfolds in the next chapter.