This fast-growing company needed to attract and retain top talent and all levels of management needed to know how to lead their teams. Their young employees were brilliant, top candidates in their fields but lacked workplace skills such as interpersonal dynamics, self-awareness, delegation, communication, time, stress and conflict management and the ability to thrive through change.

The reason for reaching out was to prevent the inevitable issues that these missing skill sets would lead to – dysfunctional dynamics that would debilitate the ability to work successfully. The owners knew that dysfunctional teams lead to client attrition.

Private coaching – All senior managers were enrolled for private coaching so that they had a private and confidential opportunity to work through personal leadership challenges.

All managers were enrolled in our signature leadership development program, The Coaching Academy for Leaders, and all employees were invited to attend a lunch and learn series that in-troduced them to the same concepts that the mangers were learning.

Team Coaching
Acquired practical leadership theories and how to apply them to their day to day reality. Developed common understanding and vocabulary for organization culture and effectiveness. Leadership labs including role play, small group discussion, games and activities provided the personalization necessary to ensure that every session delivered ‘just in time’ solutions in a dynamic and creative way.

Private Coaching
The private coaching strategy ensured that each individual could bring their private and confidential challenges (and even their objections) with the material to surface, talk through their issues and find a personalized solution.

The lunch and learns
These sessions included the entire workforce including managers and senior executives. The topics included the same leadership theories as the management training thus allowing all employees an opportunity to understand where their managers were coming from.

The essence of the lunch and learn was to ensure that employees see their role in the cultural effectiveness and to see themselves as informal leaders with important contributions to make. This allowed for organizational culture to take root.