Coaching Process


Leaders at different ages or stages of development have very different needs. Younger leaders are often more concerned with their rules of the game and the roadmap for success. In other words, what they need to do to be successful. 

Experienced leaders are more nuanced and are often more interested in why they do what they do. They can hold opposites and contradictions with greater ease and the learning takes place on a much deeper level. 

Mature leaders often have an integrated or systems view of the world. They work at the group or organizational level to realize their vision. 

insight2impact offers four different processes or methodologies for emerging talents, managers, executives, and teams. We would be happy to discuss which of these options would work best for your needs.

Emerging Talents

You are the HR Leader responsible for developing high potentials, emerging talents or newly promoted supervisors. You are looking for a cost effective and impactful program to develop this talent. Let me introduce you to the Institute for Professional Excellence in Coaching (iPEC) Coaching Campus.

What is Coaching Campus?

Coaching Campus is an online collaborative coaching environment that uses proven iPEC leadership development content principles. It is ideal for group coaching because it uses a structured curriculum. Core modules include:

  • Emotional Intelligence
  • Dynamic Communication
  • Influencing and Engaging Others
  • Problem Solving
  • Productivity and Decision Making
  • High Energy Relationships
  • Health and Wellness
  • Time Management and Balance

How we work together?

Programs are highly customized based on the needs of the group. Where possible, the group meets in person for an introduction to the principles of the program and the iPEC Core Curriculum. Following this, all sessions are virtual. Sessions are a combination of group coaching to introduce and explore the curriculum, as well as individual one-on-one coaching for more in-depth development. Program duration and the number of coaching sessions are designed based on the needs and budget of the organization. The value of this program is significant due to the ready-to-use platform and customizable content.

The impact?

Because content is delivered in a coaching modality over time, action and accountability is embedded in the process and development is measurable. By the end of the program, participants can expect to: be more conscious leaders; effectively lead and influence others; be better equipped to handle stress; and set up to achieve long term goals.


Middle managers feel the effects of constant change as pressure hits them from all sides. Demands on their time come from customers, colleagues, direct reports and bosses. It becomes increasingly difficult to manage time, communicate effectively and engage their team to higher productivity. More than likely, their batteries are running low and they are operating on default or stress settings.

If this sounds like you or one of your managers, ENERGY LEADERSHIP is the answer.

What is Energy Leadership?

Energy Leadership is a way of leading yourself and others by bringing a higher level of awareness or energy to any situation. We all operate at a certain level and we don’t know what’s above that level until we go through transformational changes in our lives that inform us who we truly are and give us a new perspective. Fortunately, we can accelerate the process with the Energy Leadership Index™ (ELI), a one-of-a-kind assessment and development system that enables leaders to hold up mirrors to their perceptions, attitudes, behaviors, and overall leadership capabilities. Using the ELI, and an energy/action model of engagement, leaders can alter their attitude and perspective, make a shift in their consciousness, and increase their energy and leadership effectiveness.

How we work together?

Based on the ELI, we put a customized development program together based on the ideal leadership image for your role using the building blocks of an energetic leader. A coaching engagement typically lasts 4-6 months, depending on the need, with at least 2 coaching sessions per month. Coaching can be done over the phone, by video conference, in person or a combination. A face-to-face meeting for the first session would be optimal.

The impact?

There are no limits as to the potential growth that you can achieve. Once you realize that your level of consciousness is directly related to your actions, you can move from functioning effectively, to functioning optimally. At a minimum, you can expect more productivity, less effort, with more fulfillment!

Footnote: The Energy Leadership Index™ is a registered trademark of iPEC


As you make the move from middle management to senior leadership roles, the focus shifts from getting results to creating vision, purpose and meaning that fuels transformation and generates sustainable results for everyone. That’s a significant shift that often puts leaders at the edge of what they know and what has worked for them in the past.

If you need to make that shift, then The Leadership Circle Profile™ (TLC) is for you.

What is TLC?

TLC is a diagnostic tool containing the definitive leadership development framework for senior leaders. It is unique because it not only looks at leadership competencies; it also reveals a leader’s operating system – the internal assumptions or beliefs that guide behavior. This system allows managers to see how their inner game translates into effective or ineffective leadership. Using this approach increases the inner awareness that correspondingly affects outward behavior. Once this insight is established, leadership development can proceed.

How we work together?

A typical coaching engagement lasts 6 months, with 1-2 coaching sessions per month. It begins with a “let’s get to know each other” half-day session (hiking, walking or some activity might be included). After the TLC profile is administered and debriefed, we work together on a development and action plan. Ideally, we spend time together in the day-to-day environment e.g. at a management team meeting or event. In between sessions, you try out new behaviors, implement new processes, get feedback and reflect on what works and what does not. At the end of the engagement, the TLC can be re-administered to measure progress (optional).

The impact?

Without insights into the inner game, change rarely happens. With 6 months of coaching, you can expect to see significant shifts in your belief systems that:

  • drive greater impact in how you achieve results,
  • bring out the best in others,
  • lead with vision,
  • enhance your own development,
  • act with more integrity, and
  • encourage and improve organizational systems.

Footnote: The Leadership Circle Profile™ is a registered trademark of The Leadership Circle


High-performing teams provide companies with an undeniable competitive advantage. However, teams rarely perform at their full capacity because they are focused on tasks, and ignore the influence of the human operating system responsible for high performance.

Leaders commonly make the mistake that the human operating system for teams is the same as the human operating system for individuals. However, teams are more than a collection of individuals. Each team is a unique system with its own norms, rules, history and culture - it has it’s own operating system. The bad new - that system is homeostatic. In other words, it is designed to resist change.

Could your team be performing at a higher level? Do business needs demand more sustainable results? Are you committed to change? If yes, team coaching can deliver!

What is Team Coaching?

Team coaching takes a deeper dive into the two main operating systems of the team: Task and Relationship. Task performance indicators include mission & purpose, goals & strategies, decision making, use of resources and accountability. Relationship performance indicators include communication, trust, respect, diversity, camaraderie, dealing with conflict and resilience.

We use the Team Diagnostic™ to look at how the team sees itself on both task and relationship performance indicators. Based on the results, we choose where to focus to have the greatest impact on results.

How we work together?

Team coaching is a process, not a one-time event. We put together a program which last 4-6 months, beginning with the Team Diagnostic. At an offsite, we debrief the Team Diagnostic results and create a plan to improve team performance. We then continue with brief monthly coaching sessions to embed the learning and ensure accountability for change. To measure success, we re-administer the Team Diagnostic at the end of the engagement. This becomes the new baseline for the team to work on by itself.

The impact?

The immediate impact of team coaching is improved business results. The “work” of the team is also visible within the organization and is often modeled by other teams - it shapes the culture and increases collective leadership effectiveness. The less visible impact is the growth and development that comes with working courageously and honestly with a tightly knit group of people and the effect this can have on other aspects of our lives.

Team Diagnostic™ is a trademark of Team Coaching International, Inc.

Getting Started

To get started, schedule a complimentary Energy
Leadership Assessment or Team Diagnostic.