Coaching Cultures Built
Average Engagement Increase
Improvement in Manager Effectiveness
ROI on Coaching Culture Investment
The leadership model that worked in the past won't work in the future
The old command-and-control model is dying. Today's workforce wants development, not direction. Purpose, not just paychecks. Autonomy, not micromanagement. Organizations that cling to hierarchical, directive leadership are losing talent and competitiveness.
A coaching culture is the answer. When leaders coach instead of command, people bring discretionary effort. They innovate. They stay. They grow. And your organization thrives.
Higher productivity when managers coach regularly
Work performance improvement from coaching
Lower turnover in organizations with coaching cultures
Average ROI from coaching initiatives
Source: ICF Global Coaching Study, Harvard Business Review, Gallup
Is your current leadership approach limiting performance?
Leaders are overwhelmed because they're solving everyone's problems. People wait for direction instead of taking initiative.
People do what they're told but don't bring discretionary effort, ideas, or innovation. They're disengaged.
Your best people leave for "better development opportunities." They don't feel they're growing here.
People don't challenge the status quo or propose new ideas. They wait to be told what to do.
Managers aren't developing their people. When roles open up, you have no one ready internally.
Leaders default to telling, directing, and controlling rather than asking, listening, and empowering.
If 3 or more of these sound familiar, you need a coaching culture.
A systematic approach to embedding coaching throughout your organization
Building a coaching culture isn't about sending everyone to a coaching class. It requires systematic work across leadership development, culture change, and capability building. Our approach is grounded in ICF standards and refined through 50+ organizational implementations.
The Foundation: Coaching culture starts at the top. Leaders must embody coaching, not just endorse it.
What We Do:
Critical Truth: If your executives don't coach, managers won't either. Culture change always starts at the top.
The Core: Every manager becomes a coach—developing their people through powerful questions, active listening, and partnership.
What We Do:
Typical Program: 6-8 workshops (4 hours each) + practice + peer coaching + assessment over 4-6 months
The Infrastructure: Embed coaching into how work gets done—performance management, meetings, development planning.
What We Do:
Key Principle: What gets measured and rewarded gets done. Coaching must be embedded in systems, not be separate.
The Scale: Build cadre of internal professional coaches for key talent and critical transitions.
What We Do:
Typical Model: HR business partners, L&D professionals, and select leaders trained as professional internal coaches
The Transformation: Shift underlying beliefs about leadership, development, and potential.
What We Do:
Mindset Shift: From "I have all the answers" to "My people have the answers." From "Tell and control" to "Ask and empower."
The Sustainability: Track progress, demonstrate ROI, and continuously improve.
What We Do:
Key Metrics: Manager coaching frequency/quality, employee engagement, internal promotions, retention, leadership pipeline health
Our phased approach typically spans 18-24 months
Typical timeline: 18-24 months to full culture embedding
Objective: Build leadership commitment and design coaching culture.
Deliverable: Coaching culture blueprint and committed leadership
Objective: Launch with pilot group, build momentum, learn and refine.
Deliverable: Proof of concept, refined approach, momentum
Objective: Roll out to entire organization, embed in systems.
Deliverable: Coaching embedded at scale across organization
Objective: Make coaching "how we lead here" and build self-sustaining capability.
Deliverable: Self-sustaining coaching culture
Building coaching capability in every manager
Duration: 6-8 workshops (4 hours each) over 4-6 months | Format: Cohort-based with practice between sessions
Investment per Manager: $2,500 - $4,000 depending on cohort size
Where are you today?
Rate your organization on each statement (1 = Strongly Disagree, 5 = Strongly Agree):
1. Our leaders actively coach and develop their people
2. Managers have coaching conversations with direct reports regularly (at least monthly)
3. Our systems and processes support a coaching approach (performance management, development planning)
4. People feel empowered to solve problems and make decisions
5. Development and growth are prioritized as much as performance
6. Managers are trained and skilled in coaching
7. We have internal coaching resources and programs
8. Coaching effectiveness is measured and rewarded
Organization: 600-employee professional services firm | Challenge: High turnover, low engagement, command-and-control culture | Duration: 20-month coaching culture transformation
A traditional professional services firm with hierarchical, directive leadership. Partners dictated, associates executed. Development was ad-hoc. People left after 2-3 years because they didn't feel developed. Engagement scores were bottom quartile. The firm was losing talent wars to competitors with better cultures.
"We were hemorrhaging talent. Our best people left for firms that invested in their development. We needed to fundamentally change how we lead." - Managing Partner
| Metric | Before | After (20 mo) | Change |
|---|---|---|---|
| Employee Engagement | 52% | 76% | ↑ 46% |
| Voluntary Turnover | 28% | 12% | ↓ 57% |
| Manager Effectiveness Score | 3.2/5 | 4.3/5 | ↑ 34% |
| Internal Promotions | 45% | 82% | ↑ 82% |
| Development Satisfaction | 38% | 81% | ↑ 113% |
| Employer Brand (Glassdoor) | 3.2 | 4.5 | ↑ 41% |
"Building a coaching culture was the best business decision we've made in 20 years. Our people are engaged, growing, and staying. We've gone from losing talent wars to winning them. Coaching isn't just how we develop people—it's how we lead, period." - Managing Partner
Duration: 4-6 weeks
Based on org size
Duration: 18-24 months
Based on org size
Duration: 4-6 months per cohort
Volume discounts available