Transformational Change from the Top Executive to the Bottom Line!

Why Group Coaching?

What’s the Purpose?

The purpose of Transformational Leadership is to provide an organization a strategic learning path towards creating a culture of leaders through a model of group coaching. The process assists a company to sustain and increase their level of productivity by tapping into the talents, expertise, and ideas of their people.

Why It’s Important for Organizational Success

In an era where what’s new today is outdated tomorrow, executives, managers, and business owners are discovering that they can’t do it alone. Leaders need the eyes of all their people to help them anticipate what’s around the corner and come up with innovative ideas to help the company compete. Leadership capabilities that were once only required of senior managers are now critical for all employees. And senior managers must be able to develop those capabilities in their people. This is how companies stay ahead of the curve and thrive in the 21st century.

Susan’s efforts and insight have changed our culture and left an indelible mark on Wingman. Her ability to work with our people to identify and articulate their concerns, then help them present viable solutions has made a significant difference in our business.

~Steve Dubane, President & CEO, Wingman Media

The Transformational Leadership Cycle

The Transformational Leadership Cycle
The Transformational Leadership Cycle
Initial Meeting with Manager or Point Person (PP)
  • Coach meets with Manager or PP in charge of the group coaching initiative to understand needs and goals of the individuals and team.


Team Meeting: Engage, Build Trust, Gain Commitment
  • Manager and Coach meets with team to discuss the process, answer questions, clarify and address concerns, and get feedback.
  • The TEAM TRACK and YOU TRACK are introduced.


Group Coaching Session: Team Assessment
  • Appreciative Inquiry or AI is used to assess the organization. Participants discover areas that are working and gaps that need to be addressed.
  • Participants come up with projects based on the AI assessment and feedback from their manager.


One-on-One Coaching Session: Individual Assessment and Creation
  • Participants work on their Pre-Work, get feedback from others, and choose 3 behavioral areas to work on, aligned with goals agreed upon by themselves and their manager.
  • Practices are created by the coach to address their behavioral areas and reach their goals.


Group Coaching Session: Collaborate on Strategic Projects
  • Participants suggest projects that address needs of organization.
  • Subgroups are formed based on the need of the project, people’s gifts, and where people need to improve.


One-on-One Coaching Session: Enrollment
  • Coach enrolls the participant in practices, self-observations, and exercises unique to the individual.


Group Coaching Session: Feedback on Projects
  • Subgroups present their project to other group participants. It’s an opportunity to share progress, best practices, get feedback, and learn from each other.


One-on-One Coaching Session: Learnings
  • Participant shares their breakthroughs and breakdowns.
  • Based on what is revealed, the coach determines how to move them through their struggles or take their breakthroughs and direct them to the next level.


Group Coaching Session: Final Feedback on Projects
  • Based on previous feedback, subgroups present their project to group participants, who assume the mindset of a manager asking tough questions and giving critical feedback. They refine their presentations before presenting to their manager.


Group Coaching Session: Presentation to Manager or PP
  • Subgroups present their projects to their manager or PP.


One-on-One Coaching Session: Reflecting Back, Moving Forward
  • Participant reflects on the coaching journey; next steps are discussed to move forward and solidify their leadership foundation.


Review, Renew, or Bring to a Close
  • Review progress and determine next steps.
The Transformational Leadership Cycle