The Business Case for Leadership Coaching
Today’s leaders must achieve challenging revenue and profit targets while navigating a rapidly changing, highly competitive and increasingly complex business landscape. Coaching remains the most effective way to grow and develop leadership skills and consistently ranks ahead of any other leadership development tool.
Harvard Business Review states that coaching helps leaders adapt to new responsibilities, reduce ineffective behaviors, improve talent recruiting and retention, enhance teamwork, align individuals to collective goals, facilitate succession and support organizational change.
According to a study of senior level executives at Fortune 1000 companies who received developmental coaching, the average return from the program was nearly 5 to 7 times the initial investment.
Harvard Business Review states that coaching helps leaders adapt to new responsibilities, reduce ineffective behaviors, improve talent recruiting and retention, enhance teamwork, align individuals to collective goals, facilitate succession and support organizational change.
According to a study of senior level executives at Fortune 1000 companies who received developmental coaching, the average return from the program was nearly 5 to 7 times the initial investment.
Professionals receiving leadership coaching from TLC report:
Why do TLC clients report a 95% success rate in leadership coaching outcomes?
Global Team of 700 Talented & Diverse Consultants
Highly qualified consultants carry credentials like successful corporate histories, advanced education, numerous certifications, exceptional business acumen and a record of successful coaching outcomes.
Representing the best talent available in each geographic location, our consultants support leaders in 42 countries and 124 cities
Alignment of Key Stakeholders
Executive sponsors and key stakeholders are involved throughout each leader’s engagement to ensure maximum alignment and support the leader’s success.
Interview-Style 360 Assessment
Provides robust, compelling and behavior-specific feedback which enhances the leader’s self-awareness and builds the foundation for a powerful and actionable development plan.
Leadership Development Plan (LDP)
The LDP incorporates crucial learnings from the 360-feedback assessment, EQ-i 2.0 assessment and objective plans from the executive sponsor & leader to create a comprehensive and actionable plan to accelerate success.
Focus on Outcomes
While “situational coaching” is always available, coaching sessions ignite leadership potential and deliver successful outcomes by focusing on the LDP objectives and actions needed for measurable growth.
EQ-i 2.0 Assessment
Emotional intelligence (EQ) is critical for building strong relationships and effective teams, resolving conflict, solving problems and maximizing organizational effectiveness. Leaders can enhance their impact on engagement, retention and performance by strengthening their EQ.
The EQ-i 2.0 Assessment provides strategies to bring EQ competencies into balance for maximum effectiveness.
Leaders have a significant impact on their teams’ engagement, motivation, retention and performance.
Leaders must “level up” quickly and close immediate gaps in their skills to effectively prepare for the growing needs of the organization.
Leader’s Level Up by TLC prepares high-potential professionals to confidently take on expanded roles & responsibilities by closing skill gaps and advancing their adaptability, strategic thinking, emotional intelligence, communication and growth mindset.
Leaders who “level up” experience:
Elevated communication & influencing skills
Increased ability to lead change
Improved enterprise focus & strategic thinking
Enhanced leadership & organizational effectiveness
Greater impact on team effectiveness & performance
Using the results
from two assessments (Interview-Style 360, Emotional Intelligence) and their Executives Sponsor’s feedback supported by integrated personalized coaching sessions, we thoughtfully guide emerging leaders towards excellence in their next expanded role.
"Never before have I witnessed such drastic positive transformation in character and management style, as I did when Peter began coaching a senior level executive in our organization. The proof came not from my perspective but from the overwhelming positive qualitative responses received by me from many individuals two to three layers under the executive."
Past SVP, Global Leadership & Organizational Development, The Walt Disney Company
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