NextGen HiPo

How to make high potential employee development programs fair, valuable, and sustainable

In the world of learning and development (L&D), there’s a decades-old concept of developing an employer’s most promising workers distinctly from their peers, and it’s known as High Potential Employee Development–HiPo for short. Ironically, the promise of HiPo programs has yet to be realized.

In theory, HiPo programs should work. Social science research supports the following statements:

  1. Top performers shift expectations higher for all employees (source
  2. Well-done employee development programs increase employee retention rates (source
  3. Growing talent from within is associated with greater company success than hiring talent from the outside (source)
  4. Effective succession planning is correlated to positive company performance (source)

Yet even though most can agree on HiPo’s parallel benefits to individuals and companies, the programs haven’t provided a competitive advantage or return on investment (ROI) to organizations. The average employer-sponsored HiPo program spends $3mm (source), yet 73% of high-potential programs fail to deliver desired business outcomes or ROI (Gartner, 2016), only 25% of company leaders deem them successful, and 82% HR leaders are dissatisfied with the results (source). 

And what about the HiPos themselves? It’s not much better on the individual side. Forty percent of internal job moves made by high potential employees fail, and 46% of high potentials fail to accomplish business results in their new roles (Gartner, 2014). A study by Willis Towers Watson showed that over 70% of “high-retention-risk” employees leave due to a lack of future advancement in their current job (source). Harvard Business Review published a study showing that 75% of HiPos look for another job during their first year of employment and then typically leave the employer after 28 months due to a lack of both career development and access to mentoring and coaching (source). 


Why are we writing about HiPo programs?

This article’s authors are professionally focused on creating impactful human development solutions. We’ve both been considered HiPos at various points in our academic and professional careers, and we’ve both benefited and suffered from flawed HiPo processes. As a result, we believe that bringing the most insightful research to bear on HiPo program design will help the programs fulfill their promise as valuable change-makers for individuals and organizations.  

Steve holds a PhD in Applied Performance Psychology, is the Founder of Long Training+Research, the developer of the Prosperity Trait(c), and is a consultant to the U.S. Air Force Academy’s pilot program. For the past forty years, Dr. Long has helped leaders reduce the variability between their performance and their potential by using behavioral psychology and scientifically valid psychometrics. 

Francie is the Founder of Terawatt, an online marketplace for group coaching. Terawatt works within the Human Capital space, connecting vetted experts to employers looking to solve specific problems and achieve company-level results. The marketplace’s big insight: experts are more affordable when their cost is split by a group. 


The History of HiPo

The first and most famous HiPo program began in 1956 when General Electric (GE), under Chief Executive Officer (CEO) Philip Reed, built the Crotonville Conference Center, a 60-acre employee development campus in Ossining, NY. In the 1980s, GE’s CEO Jack Welch used Crotonville as the centerpiece for his revamp of what had been a bureaucratic conglomerate into a stock market darling. Fast forward forty years later: in 2024 GE sold the Crotonville conference center, citing strategic changes in talent development, and the company split itself into three distinct businesses: GE Aerospace, GE Healthcare, and GE Vernova.

In many ways, the current state of HiPo programs mirrors the lifecycle of Crotonville. The underpinnings have true merit, and several leading 20th century companies, including 3M, Arthur Anderson, Boeing, and Deloitte, used them to achieve company goals. But the HiPo programs that were once the envy of the world are no longer cutting edge.  

Why don’t our fathers’ HiPo programs work for us? A few reasons: Technology and its relationship to the economy are part of it, but mostly, we’ve learned so much in the past 40 years about people, teams, and workplaces. The new data, combined with some of the seminal psychological research, disproves much of the conventional wisdom regarding employees and the relationship of employee development to company results. 

Steve and Francie, this article’s authors, believe we can realize the promise of HiPo programs by building on Crotonville’s key insights with the best social science insights on people and team dynamics. Let us walk you through our thinking and framework for fair, valuable, and sustainable HiPo programs. 

Let’s dig in. 


GE’s Crotonville

Around 1984 GE’s HiPo program at Crotonville solidified into an annual 3-week course offered only to GE’s highest potential managers, somewhere between 25 and 50 people. The curriculum used case studies based on actual GE problems, and the course covered the themes of excellence, ownership, quality, and facing reality. Crotonville’s rigid admissions process involved sign-off from multiple internal stakeholders, including CEO Jack Welch. 

The world cared about Crotonville because of GE’s business success. With Welch as CEO, GE’s market capitalization rose from $13 bn to $600 bn, making GE the most valuable publicly traded company in the world in 2000 and turning Welch into a business superstar. 

At the time, and even now, there’s no consensus on Welch’s tenure. Subsequent analysis of Welch’s time as CEO shows that GE’s increase in market capitalization was much higher than the increase in its revenue or profit and that the company’s margin decreased during his tenure (source). This data suggests that some of Welch’s legend can be attributed to the psyche of stock market investors rather than his insights into company management. In addition, many Welch critics charge that his only achievement was deep cost cutting. However you feel about Jack Welch and GE’s heyday, it’s important to understand how Welch connected Crotontonville to GE’s goals and success. 

In his book, Jack, Welch enumerates the value Crotonville brought to GE, and the benefits of the HiPo program continue to ring true today. Crotonville’s activities helped GE to:

  1. Hire and retain the best people 
  2. Treat the best people well 
  3. Pay people well 
  4. Balance short term results with long term results
  5. Clarify company initiatives
  6. Develop soft skills to balance efficiency & accountability 
  7. Function as one company, but allow diversity of styles 
  8. Support non-employee stakeholders such as the communities in which the company operated  
  9. Act as a “Bureaucracy buster” where people who are closest to the problem figure it out 
  10. Increase the efficiency of GE’s operations, also known as asking fewer people to do more
  11. Create a modern company with a single focus on high margin
  12. Support GE to become the world’s #1 lowest cost provider


21st Century Insights

As we reflect on Crotonville, let’s keep in mind how different our world is today from the 1980s. GE was a leading 20th Century manufacturing company in an era when manufacturing was America’s growth engine. Managers of business units and industrial manufacturing plants were the employees winning the coveted spots at Crotonville. GE’s HiPos faced challenges managing assembly line workers, minimizing waste, and developing high margin industrial products as the lowest cost provider.  

As of March 31, 2024, the five largest companies by market capitalization are Microsoft, Apple, Nvidia, Alphabet, and Amazon (source). All are United States-headquartered technology businesses and derive their market value from knowledge workers’ output, otherwise known as human capital, an insight made by the SEC in 2020 (source). This means that today’s stock market places the highest value on companies where innovation and human output thrive. 

In order to create a 21st Century HiPo program, we need to draw on the best research regarding human experience. This article relies on data regarding what works best for knowledge workers from the following authors: Karen Arnold, Robert Rosenthal, Lenore Jacobson, Google, McKinsey, Captain, L. David Marquet, and our own proprietary research.


Research on High IQ & Education

In their book Noise, Daniel Kahneman, Olivier Sibony, and Cass Sunstein report that General Mental Ability (GMA), organizational and industrial psychology’s preferred intelligence measurement, is required for highly complex jobs. The correlations between standardized test scores and job performance are in the .50 range, indicating a strong predictive value by social science standards. There are high-GMA people in lower-level occupations, but almost no people with below-average GMA among lawyers, chemists, or engineers. It should come as no surprise that high mental acuity is necessary for highly complex professions. 

Karen Arnold’s Illinois Valedictorian study in 1993 followed 81 high-achieving high school valedictorians for 10 years following their high school graduation, and found that only 25% of the valedictorians were ranked at the top professional levels for their age after ten years. The remaining 75% fell back into the middle of the bell curve and some slid even further behind. 

Further, research shows that expectations are just as accurate a predictor of success as ability rating and classification. Robert Rosenthal and Lenore Jacobson’s Pygmalion in the Classroom studied six grades of students that were randomly and secretly assigned to “fast,” “medium,” and “slow” reading ability classifications.

The researchers show that teachers’ perceptions created a Halo Effect where expectations affected student performance on report cards and IQ development. 

A few examples:

  1. After both one year and two years, high potential boys who were expected to prosper academically showed greater gains in verbal IQ, while high potential girls who were expected to prosper showed greater gains in reasoning IQ. According to their teachers, the high potential students showed greater advances in reading ability. As with IQ gains, the younger high potential students exhibited a greater expectation benefit in reading scores. 
  2. The high potential students who were rated as more intellectually curious, happier, and, especially in the lower grades, were less in need of social approval. 
  3. The more the high potential students gained in IQ, the more favorably their teachers rated them.  
  4. The more the lower-track children in the control group gained in IQ, the more unfavorably their teachers viewed them. As these students became more intellectually competent, their teachers viewed them more negatively.
  5. Through the teacher’s words, timing, facial expressions, posture, and even touch, teachers communicated to the high potential students that they expected improved academic performance. 

Arnold’s findings combined, with Rosenthal and Jacobson’s data, teach us that while IQ or GMA matters for performance complexity, high performance isn’t an inherent trait, and expectations also matter a great deal. What would happen if high expectations were applied to everyone? The conclusion is that something other than IQ or GMA must account for “real world” success.


Google’s “Project Aristotle”

In 2016, Google allowed the New York Times to write about one of its key trade secrets. For years, the $2 trillion market cap company and internet pioneer had been searching for a throughline that connected its “best teams.” The piece does not define the phrase “best teams,” but we see two possible definitions: groups that created Google’s most profitable businesses, AdWords, Gmail, Google Maps, YouTube, and Google Play, and/or teams that demonstrated over time high productivity and low churn. 

After four years of researching the connection, Google’s researchers identified a single attribute held by Google’s best teams: “psychological safety.” In other words, the company’s best performing teams didn’t share a physical location, an alma mater, or any of the other conventional wisdom attributes that typically function as short hard for “best.” The best performing teams allowed team members the freedom to explore, experiment, and ultimately fail without repercussions. Failure not only allows HiPos to develop their potential more fully but also activates their curiosity. This leads to further innovations and discoveries.

Google’s discovery is revolutionary because, up to this point, conventional wisdom had been that top performing companies resulted from the smartest people working together. This assumption is rampant within the literature on HiPo programs. It’s also connected to the now-debunked assumption that hiring individual star workers drive company level results (source, source and source). 


McKinsey’s People + Performance

McKinsey published a March 2023 report called “Performance Through People: Transforming human capital into competitive advantage” showing that of the 1,800 largest global companies, the best performers from the ten year period of 2010-2019 both developed their employees and demanded accountability. This top tier of the best performers achieved the highest return on capital, economic profit, upward mobility for employees, and revenue growth during the Covid pandemic.

McKinsey’s insight is that developing people, in concert with accountability, is linked to company results and financial success. This is important for the earlier generation, as it used to be conventional wisdom that developing people didn’t yield quantifiable company level results. 


L. David Marquet

A Navy nuclear submarine captain, David Marquet, wrote an extraordinary book called Turn the Ship Around, where he discusses his success in flipping the traditional military command structure. In leading the USS Santa Fe for a year, Marquet replaced the typical “leader-follower” leadership structure with his innovation, the “leader-leader” structure. 

Marquet found that giving employees closest to the problem more decision-making authority led to long term superior ship performance. Instead of giving orders, he writes at length about giving control. For example, he changed the reporting style so that officers would state their intentions with, “I intend to…” and his affirmative response would be, “Very well.”  

Marquet cites the following metrics to demonstrate the Santa Fe’s results after one year of “leader-leader”: 

  1. The submarine’s tactical effectiveness evaluation re-rated from “below average to average” to “above average to excellent.” 
  2. Enlisted personnel selected for officer programs tripled from 1 to 3. 
  3. The ship’s rate of re-enlistment was twelve times higher than the previous year, with 100% retention. 
  4. Two junior officers withdrew resignation requests.
  5. Santa Fe received the Arleigh Burke Fleet Trophy, an award given to the Naval ship or squadron that achieved the greatest improvement in battle efficiency in the calendar year.

Marquet’s results echo the findings of Google’s Rosenthal and Jacobson’s Pygmalion research: The individual and collective excel when individuals master a subject, become subject matter experts, and gain decision-making authority. The below quote strikes us as an apropos juxtaposition to GE and Crotonville:

“In our modern world, the most important work we do is cognitive; so, it’s not surprising that a structure developed for physical work isn’t optimal for intellectual work. People who are treated as followers have the expectations of followers and act like followers.”

Our key takeaway from Marquet’s book is that the leader-follower method of leadership, even though revered as the pinnacle of military efficiency, isn’t the only way to achieve success, and it wasn’t the winning strategy for the USS Santa Fe submarine in 1999. Combining the above research tells us that long term, quantifiable results do indeed come from trust, respect, expertise, and individual actualization.


Terawatt’s research on employee development

Terawatt published a series of surveys comparing and contrasting the opinions of employee development stakeholders regarding professional development. One of the most interesting insights came from the 2022 report. It found that people who identified as Latino viewed their employers’ professional development programs as unfair at a much higher rate than their white peers. 

This is valuable because it reminds us that the allocation of professional development still suffers from selection bias. Who gets selected to receive employer-sponsored support, and who is in charge of selecting participants? Anyone running a program to develop employees must actively work to avoid bias. The data also speak to the fact that seniority at a workplace is not necessarily correlated to ambition or drive, reminding us of the aphorism: “Talent is equally distributed, but opportunity is not.”


Steve Long’s research on Prosperity

Dr. Stephen Long’s life’s work has been developing a response to Martin Seligman’s learned helplessness construct. Seligman demonstrated that clinical depression and related mental illnesses are a result of ineffective belief systems relating to the individual’s real or perceived control over situational outcomes. In other words, people with a high degree of learned helplessness don’t believe that change and growth are achievable for them, and that leads them to waste their inherent potential (Source). Curious about how athletes like basketball’s Michael Jordan and football’s Tom Brady, who had a notable lack of athletic success in high school, but improbably went on to be considered the greatest of all time in their respective sports, Steve sought to explain and re-create human performance. 

Steve discovered how individuals can acquire a belief system to create consistent outcomes and prosperity.  Building on Maslow’s Hierarchy of Needs and Walter Mischel’s Marshmallow Study, Steve created a psychological test called the Prosperity Trait Index© (PTi) that led to the discovery of a character trait found to be the human attribute responsible for value creation – The Prosperity Trait®. The PTi measures people’s belief systems that either lead to variability or consistency between their performance and their inherent potential, and it serves as an objective measurement for individuals to quantify their thinking. The lower the variability an individual can achieve, the greater the change in behavior and results.  

Another way to understand the PTi is to think about Growth Mindsets and Fixed Mindsets (source). People who hold fixed mindsets are threatened by the Unknown Unknowns (also known as Inattentional Blindness), dismiss feedback, and are subsequently destined to continue to stagnate and exhibit variable performance. These people exhibit the same Learned Helplessness characteristics that Seligman described, wasting much of their potential.  

Francie took Steve’s PTi assessment and received a score of 9 out of a possible 100 points. After working with Steve on her thinking patterns for six months, Francie scored a 99. Six months later, she scored a 97. Francie felt the PTi helped her seek out detailed feedback on her process, accept what she couldn’t control, focus on what she could control, and enjoy the reward of a job well done rather than look for outside validation.  

PTi’s insight is that excellence can be taught, and the adoption of a growth-oriented mindset is available to everyone. All people, regardless of their starting point, can grow beyond what they and others believe is their limit. 


What are the Ethics of HiPo Programs?

Is it ethical to rank employees or offer some employees what others don’t get? Yes, as long as the differentiation is quantifiable and auditable. In other words, pattern-matching for candidates that fit the culture and other gut-driven criteria isn’t appropriate for NextGen HiPo. 


Who are HiPo Programs Intended For?

Employees who work with their hands to produce physical items are typically referred to as “blue collar,” and employees who work with their minds to produce ideas or new products are typically referred to as  “white collar” or “knowledge workers.” 

In this article, we’re focused on HiPo programs for knowledge workers. We define knowledge workers as employees whose job requires them to spend at least 25% of their time using a computer and whose work product is not something that can be weighed on a scale. HiPo programs may be employed for a subset or all of an organization’s workers.  

The authors believe there is an interesting case for blue collar HiPo programs, but that’s not the focus of this article. 


Our Proposal

Combining all of the above, we’ve developed a template to create an ROI-generating Nextgen HiPo program.

  1. Define what success looks like: Before beginning, define company and individual measurements, metrics, and goals. Tweak once a year based on participant feedback.
  2. Tracking cadence: Tracking metrics and goals monthly, making the results easy for participants to find to monitor their progress or points of friction.
  3. HiPo selection process: Our experience tells us that development programs are most successful when employees opt in. Plus, if a person is good enough to be hired by the company, then they should qualify to opt into the HiPo program. We recommend admitting applicants throughout the organization and ranking them equally on two key areas: 1) Quantification of time and value helping others within the organization, i.e. through ERGs or mentoring programs, and 2) Quantification of employee’s work impact onto the organization.
  4. Transparency: Communicate to all company employees how involvement in the HiPo program works and make the selection process auditable.
  5. When: HiPo professional development should happen virtually or in-person during the workday. Terawatt found that group professional development can happen seamlessly in the workday, first thing in the morning or midday at lunch time. We’ve also had good success when longer-length, in-person meetings begin at lunch and finish in the evening.
  6. Assessment tools: Use at least two assessment tools to measure starting points and track change. We recommend two key types of tools:

    • Assessment of one’s nature: Enneagram, Disc, ILS, Opposite Strengths, or the Big Five. These tools are helpful for individuals to understand themselves, their patterns, and their drivers.  
    • Valid psychometric testing: Use valid tracking assessment tools that meet scientific standards and meet the following criteria: 
      • Valid, meaning the tests measure what they say they measure and predict what they intend to predict
      • Reliable, meaning test scores are stable over time
      • Face Validity, meaning the test appears effective in terms of its stated aims
      • An acceptable level of error, meaning that the results occurred more by a valid process and less by chance. A score below 0.05 level is the usual standard that most valid tests adhere to.
      • Fair, where it’s proven no demographic classification is advantaged or disadvantaged. In employment settings, large differences in average scale scores across demographic groups can result in lower rates of selection of ethnic minorities, women, or older applicants, which is termed Adverse Impact.
  7. Team psychological safety: Measure, practice, and measure again with 360 degree testing to understand how this person contributes to a team dynamic.
  8. Feedback: Make feedback honest, accurate, and timely, coming from a wide variety of stakeholders. Feedback should come from a variety of sources: assessments, mentors, KPIs/OKRs, and peers.
  9. HiPo Discussion groups: One of the key pedagogical principles in adult learning is review and discussion. We recommend a peer discussion group to hash out progress, successes, questions, etc., as HiPos experience the highs and lows of personal growth. It’s likely to work best when the group itself defines the cadence and method for reflection.
  10. Leadership involvement: We love how involved Jack Welch was with Crotonville, and his involvement surely heightened its influence within GE. We’d like to see more company leaders get actively involved in their HiPo programs.


Key Resources

  1. Well-done employee development programs increase retention rates (source) 
  2. Top performers shift expectations higher for all employees (source) 
  3. How to keep your top talent, link here
  4. Growing talent from within is associated with more [company success] than hiring talent from the outside (source)
  5. Developing a deep bench of leaders is associated with resilient and innovative organizations (source)
  6. U.S. Annual HiPo spend, link here
  7. High retention risk employees, link here
  8. Dissatisfied C-Suite & HR leaders with HiPo programs, link here
  9. Jack Welch, Jack, link here
  10. Google Project Aristotle, link here
  11. David Marquet Turn the Ship Around, link here.
  12. Terawatt Group Coaching, link here
  13. Karen Arnold’s Illinois Valedictorian Study, link here
  14. Robert Rosenthal and Lenore Jacobson’s Pygmalion in the Classroom, link here 
  15. Adaptive intelligence, link 
  16. Pygmalion in the Classroom, link.
  17. Dr. Stephen Long: Long Training+Research, link here.

About the Authors

Steve holds a PhD in Applied Performance Psychology, is the Founder of Long Training+Research, the developer of the Prosperity Trait(c), and a consultant to the U.S. Air Force Academy’s pilot program. For the past forty years, Dr. Long has helped leaders reduce the variability between their performance and their potential by using behavioral psychology and scientifically valid psychometrics. 

Francie is the Founder of Terawatt, an online marketplace for group coaching. Terawatt connects vetted experts to companies looking to solve specific problems and achieve company-level results. The marketplace’s big insight: experts are more affordable when their cost is split by a group.

Leading By Listening

Listening is essential to discovering opportunities, dangers, and a path forward. Winning teams depend on listening for effective strategy, collaboration, and context.  When we listen to understand, to uncover what really matters to the speaker, we glean mission-critical information. 

Listening intelligence (LI) can move a mission forward, and lack of it, can derail one. Colorado entrepreneur, Dana Dupius, CEO and founder of the ECHO Listening Profile developed methods to enhance collaboration and performance culture by boosting listening intelligence with an assessment and scientifically validated profile. 

We listen for what matters to us, and we may screen out, ignore, or not even perceive what we don’t know is important. The very act of listening reveals our values.  Yet, I find many people are not sure how to express this core of their leadership, what really matters to them, in listening form. 

Have you ever received feedback about your listening?  

The business case for listening skills keeps growing as managers struggle to connect with remote employees, retain their high-performers, and develop strong teams.

Honoring what matters to you while you work is a form of inner alignment – congruency between who you are and what you do.  As your leadership strategy evolves, so do you. Listening well fuels authenticity and wellbeing, as well as effective leadership. 

Consider what you are listening for in your next meeting or conversation. 

If you are habitually listening for the data and analysis, you may want to shift channels to listen to how people are being affected. Find out what your team needs, then the design an approach collaboratively, rooted in the reality of their experience as well as your own. 

Reliable strengths and listening habits can be easily built so that you can listen more deeply, intuitively and effectively.

Seize the opportunity to network and learn by connecting with professionals from different industries and organizations and upgrade your listening intelligence, starting this month.  

Registration is now open for my upcoming 6-series live, virtual and interactive course, “Listening Intelligence Upgrade for People Professionals.” Learn more about this course here.  


About the author: Jessica Hartung is a serial entrepreneur, executive mentor and leadership development author. Learn more about Jessica Hartung here.

Wellness Coaching for Organizations and Professionals

reducing anxiety at work

Empowering Your Team to Thrive at Home and The Office

Wellness coaching for organizations and professionals can bring a wide range of benefits, such as improving overall health and well-being, enhancing productivity and performance, and reducing stress and burnout. By developing healthy habits and better work-life balance, individuals can achieve peak performance both at home and in the office. Additionally, wellness coaching can help professionals identify and achieve their personal and professional goals, improve communication and interpersonal skills, and increase their job satisfaction and engagement. By investing in wellness coaching for their employees, organizations can foster a culture of well-being and create a positive and productive work environment.

What is Wellness Coaching?

Wellness coaching is a specialized form of coaching that focuses on helping individuals improve their overall health and well-being. It involves a collaborative partnership between a trained and certified wellness coach and an individual seeking to enhance their physical, mental, emotional, and social health. Wellness coaching aims to empower individuals to make positive changes in their lifestyle and behavior, and to achieve their health and wellness goals.


Workplace wellness coaching has gained prominence as organizations recognize the importance of prioritizing employee well-being. Workplace wellness programs, which may include wellness coaching services, are designed to support employees in adopting healthy habits, managing stress, and achieving better work-life balance. Wellness coaches work with employees to develop personalized wellness plans, provide guidance and support, and help individuals overcome obstacles and challenges on their wellness journey.


Wellness coaching is often offered as a group coaching solution, where the wellness coach and individuals can work together to set goals, create action plans, and monitor progress. Wellness coaches use a variety of coaching techniques, such as active listening, questioning, and reflection, to help individuals explore their values, motivations, and barriers, and to identify strategies for positive change. Wellness coaches may also provide education and resources related to nutrition, exercise, stress management, sleep, and other aspects of well-being, tailored to the individual’s needs and goals.


In summary, wellness coaching is a collaborative and empowering process that helps groups and individuals improve their overall health and well-being, and workplace wellness coaching is a strategic approach employed by organizations to promote the well-being of their employees in today’s corporate environment.

Defining Wellness Coaching in the Workplace

Wellness coaching in the workplace is a proactive approach that focuses on improving employees’ overall well-being, encompassing both physical and mental health, through personalized coaching sessions. It involves working with employees to identify their individual wellness goals, developing strategies, and providing support to make positive changes in their lifestyle, behavior, and mindset. Workplace wellness coaching has gained popularity as a powerful tool for enhancing employee well-being in an engaging, personalized, and holistic manner.


Organizations can use workplace wellness coaching as a strategic approach to promote employee well-being. It empowers employees to take ownership of their health and wellness, and supports them in achieving their goals. By providing personalized coaching, organizations can help employees create sustainable healthy habits, manage stress, improve their nutrition and exercise habits, enhance their sleep quality, and cultivate a positive mindset, among other wellness-related areas.


The fun and upbeat approach of workplace wellness coaching can create a positive and supportive environment in the workplace, where employees feel encouraged, motivated, and empowered to make positive changes in their well-being. When employees are happier, healthier, and more energized, they are better equipped to bring their best selves to work, leading to increased productivity, motivation, and overall engagement.

The Difference Between Health Coach vs. Wellness Coach

While health and wellness coaching may seem similar, there are some key differences between the two. 

What is a health coach?


A health coach focuses on a client’s physical health, helping them to manage chronic conditions, maintain a healthy weight, and improve their overall fitness. A health coach often follows a structured and goal-oriented approach, focusing on specific health outcomes and utilizing evidence-based interventions. Health coaches may use techniques such as motivational interviewing, goal-setting, and behavior change strategies to help clients make sustainable changes in their physical health habits. They may also have a background in nutrition, or another healthcare-related field.

What is a wellness coach?


A professional wellness coach takes a more holistic approach, addressing a client’s physical, emotional, and mental health. They help clients to set and achieve goals related to stress management, work-life balance, and personal fulfillment. Wellness coaches may have backgrounds in fields such as psychology, counseling, or social work. They may use coaching techniques such as powerful questioning, active listening, reflection, and feedback to facilitate self-awareness, self-discovery, and self-directed change.

While the two types of coaching have some overlap, they each have their own strengths and specialties. The difference between a health coach and a wellness coach can be subtle, but it’s important to understand. Health coaching may be particularly effective for clients with specific health conditions or goals related to physical health, such as weight loss or managing diabetes. On the other hand, wellness coaching takes into consideration the interplay between physical, emotional, mental, and social health, and aims to help clients achieve a state of holistic well-being.


The choice between health and wellness coaching services depends on the individual needs and goals of the client and the specific expertise and approach of the coach.

The Business Case for Wellness Coaching

The Power of Wellness Coaching for Employee Well-being and Performance

Implementing a wellness coaching program in an organization can yield a significant return on investment (ROI) by positively impacting employee well-being and performance. Numerous studies and reports have highlighted the potential benefits of wellness coaching in the workplace.


One key area where organizations can see a positive coaching ROI is in increased productivity. Employees who are physically and mentally well tend to be more productive and engaged in their work. According to a study published in the Journal of Occupational and Environmental Medicine, employees who participated in a wellness coaching program showed a significant increase in productivity compared to those who did not participate. This increase in productivity can lead to improved organizational performance and bottom-line results.


Another area where wellness coaching can have a positive impact is in reducing healthcare costs. Improved mental and physical health of employees through wellness coaching can result in decreased healthcare costs for organizations. Wellness coaching programs that address lifestyle factors such as nutrition, exercise, stress management, and other health-related behaviors can help prevent or manage chronic conditions, leading to reduced healthcare costs for the organization.


Wellness coaching can also help reduce absenteeism and improve employee engagement, which are important factors in organizational success. Employees who are physically and mentally well are less likely to be absent from work due to illness or stress-related issues. They are also more likely to be engaged, motivated, and committed to their work. Studies have shown that wellness programs, including coaching, can lead to reduced absenteeism and increased employee engagement, resulting in improved organizational performance and employee retention.


In addition, wellness coaching can play a vital role in reducing employee burnout, which is a significant issue in the modern workplace. Burnout can lead to decreased productivity, increased absenteeism, and higher turnover rates, resulting in reduced organizational success. Wellness coaching can help employees manage stress, set healthy boundaries, and develop coping strategies, which can prevent or mitigate burnout and enhance overall employee performance.


By prioritizing workplace well-being through wellness coaching, organizations can create a healthier and more productive work environment, leading to enhanced organizational success.

improving employee mental health and wellbeing

Improves Employee Health and Work Productivity:

Through personalized wellness coaching and support, employees are empowered to make positive changes in their lifestyle behaviors, leading to improved health outcomes and increased productivity.


One of the key ways wellness coaching services improve employee health is by addressing risk factors and promoting healthy behaviors. Professional wellness coaches work with employees to identify areas of concern, such as poor nutrition, lack of physical activity, high stress levels, or inadequate sleep, and develop personalized plans to address these issues. By providing guidance, support, and accountability, wellness coaches help employees adopt healthier habits, such as making healthier food choices, incorporating regular exercise into their routine, managing stress effectively, and prioritizing sleep. These changes can lead to improved physical health outcomes, such as weight management, reduced risk of chronic diseases, increased energy levels, and better overall well-being.


Improved employee health also translates into increased productivity in the workplace. When employees are physically and mentally well, they are better equipped to handle the demands of their work, manage stress, and stay focused and engaged. Studies have shown that employees who participate in wellness coaching programs experience reduced absenteeism and presenteeism (being at work but not fully engaged), leading to increased productivity and overall organizational performance.


Furthermore, wellness coaching can also have a positive impact on mental health, which is a critical component of overall well-being and productivity. Many wellness coaching programs incorporate strategies to manage stress, build resilience, and promote emotional well-being. By helping employees develop coping skills, manage stressors, and prioritize self-care, wellness coaching can reduce the risk of burnout, anxiety, and depression, leading to improved mental health outcomes and increased productivity at work.


By addressing risk factors, promoting healthy behaviors, and supporting employees in achieving their wellness goals, wellness coaching services can lead to improved physical and mental health outcomes, reduced absenteeism, increased engagement, and overall enhanced productivity in the workplace.

Reduces Healthcare Costs:

Wellness coaching in the workplace can have a significant impact on reducing healthcare costs for both employers and employees. Through personalized coaching sessions, employees can learn preventive strategies and effective management techniques for chronic health conditions. This proactive approach can result in fewer doctor visits, reduced need for prescriptions, and fewer hospitalizations, leading to overall cost savings.


Wellness coaching empowers employees to take charge of their health and well-being, helping them make positive lifestyle changes that can prevent the onset or progression of chronic health conditions. By addressing risk factors, developing healthy habits, and promoting self-care, wellness coaching can lead to improved health outcomes and decreased reliance on costly medical interventions.

In addition to the direct cost savings associated with reduced healthcare utilization, wellness coaching can also contribute to indirect cost savings. Healthier employees are more productive, engaged, and motivated. This can lead to a healthier and more vibrant workforce, ultimately benefiting both the employer and the employee in terms of healthcare costs and overall well-being.


By investing in workplace wellness coaching programs, employers can take a proactive approach to promote employee health, prevent chronic health conditions, and reduce healthcare costs, resulting in a win-win situation for both the employer and the employees.

Boosts Employee Morale and Engagement:

Wellness coaching can have a positive impact on employee morale and engagement, which are key factors in organizational success. When employees feel supported in their well-being and are empowered to make positive changes in their lives, they are more likely to be engaged, motivated, and satisfied with their work.


Wellness coaching can help employees set and achieve personal health and wellness goals, which can improve their overall well-being and happiness. When employees feel better physically, emotionally, and mentally, they are more likely to be motivated and engaged in their work, leading to increased productivity and performance.


Workplace wellness programs can create a supportive and inclusive workplace culture where employees feel valued and cared for. This can foster a positive work environment, boost morale, and enhance employee engagement. When employees feel that their well-being is a priority for the organization, they are more likely to be loyal, committed, and invested in their work.

Attracts Top Talent:

Implementing a wellness coaching program in the workplace can also help attract top talent to your business. In today’s competitive job market, offering comprehensive wellness programs, including coaching, can be a valuable differentiator for employers seeking to attract and retain high-quality talent.


Top talent often looks for employers that prioritize employee well-being and offer comprehensive wellness programs as part of their overall benefits package. Wellness coaching can be a compelling offering that demonstrates an employer’s commitment to supporting the health and well-being of their employees.


Organizations that offer wellness coaching services as part of their employee benefits package can highlight this as a unique selling point in their recruitment efforts. They can showcase how they prioritize employee well-being, provide resources and support for employees to achieve their health and wellness goals, and invest in their employees’ personal and professional growth.


Moreover, employees who receive wellness coaching and experience positive results in terms of improved health and well-being are likely to share their positive experiences with others, including potential job candidates. This can create a positive word-of-mouth reputation for the organization, further enhancing its ability to attract top talent.

The Benefits of a Workplace Wellness Program

Supporting Employee Wellness for Personal & Professional Success

Supporting employee wellness is crucial for personal and professional success in the workplace. When employees are physically, mentally, and emotionally well, they are better equipped to perform at their best, achieve their goals, and contribute positively to the overall success of the organization.


Wellness coaching can provide employees with the tools, resources, and support they need to improve their health, well-being, work-life balance, resilience, and professional growth. By investing in employee wellness, organizations can create a positive and supportive work environment that fosters personal and professional success, leading to improved performance, engagement, and overall organizational success.


Here are some key ways in which supporting employee wellness can lead to personal and professional success:

thriving at home and at the office

Establishing a Healthy Work-Life Balance

Identifying priorities and setting boundaries:


Wellness coaching can help employees identify their priorities, both at work and in their personal lives, and establish healthy boundaries to ensure they are able to effectively manage their time and energy. Through coaching sessions, employees can reflect on their values, goals, and responsibilities, and learn techniques to prioritize their tasks and set boundaries to avoid burnout and maintain a healthy work-life balance.


Time management strategies:


Time management is a critical skill for achieving a healthy work-life balance. Wellness coaching can provide employees with practical strategies and techniques for managing their time effectively, such as setting realistic goals, creating schedules, prioritizing tasks, and avoiding time-wasting activities. Employees can learn how to optimize their work hours, delegate tasks, and allocate time for personal activities, which can lead to increased productivity and better work-life balance.


Mindfulness and relaxation techniques:


Mindfulness and relaxation techniques are valuable tools for managing stress and promoting a healthy work-life balance. Wellness coaching can teach employees mindfulness techniques, such as deep breathing, meditation, and body scan exercises, to help them stay present, manage stress, and reduce anxiety.

healthy eating habits and nutrition

Improving Physical Health and Nutrition

Incorporating regular exercise daily:


Wellness coaching can help employees create and implement a plan to incorporate regular exercise into their daily routine. This may involve setting fitness goals, creating a personalized exercise plan, identifying enjoyable physical activities, and overcoming barriers to exercise. Coaches can also provide motivation, accountability, and support to help employees stay consistent with their exercise routine, which can lead to improved physical health, increased energy levels, and reduced risk of chronic diseases.


Healthy eating habits and meal planning:


Nutrition plays a crucial role in overall health and well-being. Wellness coaching can assist employees in developing healthy eating habits and meal planning strategies. Coaches can provide guidance on balanced nutrition, portion control, mindful eating, and making healthy food choices, based on employees’ individual dietary preferences and requirements. Coaches can also help employees set realistic nutrition goals, overcome emotional eating, and navigate challenges related to unhealthy eating habits in the workplace, such as stress-induced snacking or frequent dining out.


Adequate sleep and rest:


Sleep is a fundamental component of physical health and wellness. Wellness coaching can educate employees on the importance of adequate sleep and rest, and provide strategies for improving sleep quality and quantity. This may include establishing a consistent sleep schedule, creating a relaxing bedtime routine, reducing sleep disruptions, and managing stress and anxiety that can interfere with sleep. Coaches can also help employees identify and address factors that may be affecting their sleep, such as poor sleep hygiene, sleep disorders, or work-related stressors.

stress management at work

Managing Stress and Anxiety

Stress management techniques:


Wellness coaching can teach employees various stress management techniques, such as deep breathing, meditation, progressive muscle relaxation, and other relaxation techniques. Coaches can guide employees in incorporating these techniques into their daily routine, and help them develop effective coping strategies to manage stressors at work and in their personal lives. By learning and practicing stress management techniques, employees can reduce the impact of stress on their mental and physical health, and improve their overall well-being.


Mindfulness practices to reduce anxiety:


Mindfulness is a proven technique to reduce anxiety and promote mental well-being. Wellness coaching can introduce employees to mindfulness practices, such as mindfulness meditation, body scan, and mindful eating. Coaches can guide employees in incorporating mindfulness into their daily routine, and help them develop the skills to be present in the moment, cultivate awareness of their thoughts and emotions, and respond to stress and anxiety with greater clarity and resilience.


Cognitive behavioral therapy techniques:


Wellness coaching can help employees develop positive self-talk and cognitive behavioral therapy (CBT) techniques to manage stress and anxiety. Coaches can teach employees to identify and challenge negative thoughts and beliefs that contribute to stress and anxiety, and help them develop more positive and adaptive ways of thinking. Coaches can also provide strategies for managing perfectionism, overcoming self-doubt, and building self-compassion and resilience in the face of stressors.

Building Strong Relationships and Communication Skills

Effective communication strategies:


Wellness coaching can teach employees active listening skills, effective communication strategies, and interpersonal skills that can enhance their relationships with colleagues and supervisors. Leadership coaching can help employees develop skills such as empathetic listening, open-ended questioning, and assertive communication, which can improve their ability to understand others, express themselves clearly, and build trust and rapport with their colleagues. By enhancing their communication skills, employees can establish positive relationships with others, foster collaboration, and create a supportive work environment.


Building and maintaining positive relationships:


Wellness coaching can guide employees in building and maintaining positive relationships with colleagues and supervisors. Coaches can help employees develop strategies to establish rapport, build trust, and create positive interactions with others. This may involve developing effective teamwork skills, fostering a positive and inclusive work culture, and managing conflicts and differences constructively. Coaches can also provide guidance on building professional networks, seeking mentorship, and leveraging relationships to support personal and professional growth.


Conflict resolution skills and techniques:


Conflict is a common occurrence in the workplace, and learning effective conflict resolution skills is crucial for maintaining positive relationships. Wellness coaching can help employees develop conflict resolution skills and techniques, such as active listening, managing emotions, identifying common interests, and finding win-win solutions. Coaches can provide guidance on navigating difficult conversations, addressing conflicts in a constructive manner, and resolving conflicts with colleagues and supervisors in a respectful and professional manner.

Enhancing Mental Health and Wellbeing

Building resilience and coping skills:


Wellness coaching can help employees develop resilience and coping skills, which are crucial for managing stress, adversity, and challenges in the workplace. Coaches can provide guidance on stress management techniques, emotional regulation strategies, and self-care practices that can help employees build resilience and cope effectively with work-related stressors. By developing resilience and coping skills, employees can better manage their mental health and wellbeing, and maintain a positive outlook even during challenging times.


Seeking support from mental health professionals when needed:


Wellness coaching can also encourage employees to seek support from mental health professionals when needed. Coaches can provide education on mental health resources available in the workplace, such as Employee Assistance Programs (EAPs) or mental health benefits offered by the organization. Coaches can also help employees recognize signs of mental health concerns, such as depression or anxiety, and provide guidance on when and how to seek professional help. Encouraging employees to seek appropriate support when needed can help prevent mental health issues from escalating and promote early intervention and treatment.


Promoting a positive mindset:


Wellness coaching can promote a positive mindset and gratitude practice, which can contribute to enhancing mental health and wellbeing. Coaches can provide strategies for reframing negative thoughts, practicing self-compassion, and cultivating a positive outlook. Additionally, coaches can guide employees in incorporating gratitude practices, such as keeping a gratitude journal or expressing appreciation, into their daily routine. Practicing gratitude has been shown to improve mental health and wellbeing by fostering a positive mindset and reducing stress.

How to Implement Wellness Coaching in Your Organization

Creating a Culture of Wellness: Best Practices for Implementing Wellness Coaching

Assess Current Workplace Wellness Practices

Conduct a thorough assessment of your organization’s current wellness practices and initiatives. This may involve reviewing existing programs, policies, and resources related to employee health and well-being. Collect feedback from employees through surveys, focus groups, or other means to understand their interests, needs, and perceptions of wellness initiatives in the workplace. This assessment will help you identify areas for improvement and guide your wellness coaching implementation strategy.

Finding the Right Wellness Coach

Choose qualified and experienced professional wellness coaches who align with the goals and values of your organization. Look for coaches who have relevant certifications, experience working with organizations, and a track record of helping individuals achieve their wellness goals. Consider partnering with reputable wellness coaching providers or platforms, such as Terawatt, that offer a selection of featured coaches who have been vetted for their expertise and qualifications.

Terawatt Certified Wellness Coaches

Julie Peacock

Health & Wellness Coach


Julie Peacock has long been curious about what makes the body and mind feel good, integrated, and resilient. It’s her passion to bring together the disciplines of nutrition, health and wellness coaching, yoga, and mindfulness to help people feel productive at work and at home, to experience good health each and every day, to feel good in their own skin, and to thrive.

Helanah Warren

Wellness Success Coach


As a Wellness Success Coach with 15 years of experience, Helanah Warren specializes in helping working professionals find work-life balance, collectively increasing their productivity and quality of life by prioritizing their needs & wants through small lifestyle changes. Helanah is Licensed and Certified in Yoga, Meditation, Health Coaching, Plant-based Nutrition, Massage, and Aromatherapy, and has taught 2500+ workshops that have educated the masses on how to regain their health, mental clarity, and peace of mind through building healthy habits.

Define the Goals and Objectives of the Wellness Program

Clearly define the goals and objectives of your wellness program. What do you hope to achieve through the program? Develop a mission statement that clearly communicates the purpose and direction of the program. Determine the components of the wellness program, such as coaching, workshops, seminars, fitness classes, healthy food options, mental health support, etc., based on the needs and preferences of your employees. Make sure the goals and components of the program are aligned with the overall organizational goals and values.

Foster a Culture of Wellness

Create a supportive and encouraging environment that promotes wellness and well-being among your employees. This may involve creating policies and practices that support healthy lifestyle behaviors, such as flexible work hours for exercise, healthy food options in the workplace, and opportunities for mental health breaks. Recognize and celebrate the successes of the wellness program and its participants to reinforce a positive culture of wellness. Encourage leadership buy-in and participation to demonstrate the organization’s commitment to employee well-being.

investing in wellness coaching

Investing in Wellness Coaching: A Strategic Move for Your Organization

Investing in wellness coaching can be a strategic move for your organization, with numerous benefits for both employees and the organization as a whole. Here are some key points to emphasize when advocating for the importance of prioritizing workplace well-being through wellness coaching:

Improved Employee Health and Well-being

Employee well-being is crucial for their physical, mental, and emotional health. Wellness coaching can provide employees with the tools, resources, and support they need to make positive changes in their lifestyle, manage stress, and improve their overall well-being. Healthy and engaged employees are more productive, motivated, and committed to their work, leading to a more positive and thriving work environment.

Increased Employee Engagement and Retention

Organizations that prioritize workplace well-being through wellness coaching are more likely to see increased employee engagement and retention. When employees feel supported and valued by their organization through wellness initiatives, such as coaching, they are more likely to be committed to their job and stay with the organization for the long term. This can result in lower turnover rates, reduced recruitment costs, and higher levels of employee satisfaction.

Enhanced Organizational Performance

Investing in wellness coaching can have a positive impact on organizational performance. Healthy and engaged employees are more likely to be present, focused, and motivated at work, leading to increased productivity, creativity, and innovation. Wellness coaching can also help employees develop skills, such as stress management, time management, and resilience, that can improve their performance and effectiveness in the workplace.

Potential Cost Savings

Wellness coaching can also lead to potential cost savings for organizations. By promoting employee health and well-being, organizations may see reduced healthcare costs due to lower absenteeism, decreased turnover, and fewer health-related issues. Employees who are engaged in wellness coaching may also experience fewer work-related injuries, illnesses, and stress-related issues, resulting in lower workers’ compensation claims and reduced disability costs.

Start Your Journey to Workplace Wellness Today

Terawatt is an online coaching platform that offers a variety of services to help individuals and organizations. Whether you are looking to enhance your leadership abilities or seeking to foster a culture of diversity and inclusion within your organization, Terawatt can provide the tools and resources you need to achieve your goals.

Get in Touch

Encouraging organizations to take action and make wellness coaching a priority for their employees can lead to a happier, healthier, and more engaged workforce. It can also benefit the organization through improved performance, increased retention, and potential cost savings. By prioritizing employee well-being through wellness coaching, organizations can create a positive and thriving workplace culture that fosters the overall success of the organization and its employees.

Diversity and Inclusion Programs for Workplace Success

Diversity and Inclusion Programs - Fostering a Welcoming Environment for All

Diversity is no longer just a buzzword; it’s a necessity. Having a diverse team brings a wealth of perspectives, experiences, and ideas to the table.


Diversity in the workplace refers to the range of differences among employees in an organization, including but not limited to race, ethnicity, gender, age, religion, sexual orientation, physical ability, socioeconomic background, and educational background. Inclusion, on the other hand, refers to creating a work environment where all employees feel welcome, respected, and valued for their unique perspectives and contributions.


But it’s not just about checking boxes and meeting quotas. Building an inclusive workplace culture is about creating an environment where everyone feels comfortable and empowered to bring their whole selves to work and feels they belong. It’s about promoting workplace equity and ensuring that all employees have equal opportunities for growth and advancement.


It doesn’t just make ethical or logical sense, a diverse team can lead to increased innovation, creativity, and problem-solving. It can also improve employee engagement and retention, as employees feel valued and supported.


McKinsey’s new research shows that top decile companies combine accountability with people development.  

Why Diverse Teams Are Winning Teams

Benefits of workplace diversity

Increased innovation and creativity:


By bringing a range of perspectives, experiences, and ideas to the table, which can lead to increased innovation and creativity. This can result in the development of new products, services, and business models that better meet the needs of customers and stakeholders.


Lead to higher levels of productivity:


As employees are exposed to new ideas and approaches. Additionally, employees who feel valued and respected for their differences are more likely to be engaged and committed to their work, which can lead to increased productivity.


Improved decision-making:


By providing a range of perspectives and experiences to the decision-making process, leading to more thoughtful and well-informed decisions. This can result in better outcomes for the organization and its stakeholders.


Increase customer satisfaction and loyalty:


By helping organizations better understand and serve diverse customer bases, leading to increased customer satisfaction and loyalty.


Enhanced brand reputation and image:


Organizations that prioritize diversity and inclusion can enhance their brand reputation and image, as they are seen as progressive, inclusive, and socially responsible.

Addressing common objections to diversity and inclusion programs

Cost concerns and return on investment:


Some organizations may worry that diversity and inclusion programs are expensive and don’t offer a clear return on investment. However, research has shown that diversity and inclusion programs can lead to a variety of benefits, including increased innovation, productivity, and customer satisfaction, as well as improved decision-making and brand reputation.


Fear of reverse discrimination and backlash:


Some individuals may worry that diversity and inclusion programs could lead to reverse discrimination or backlash from those who feel excluded. It’s important to note that diversity and inclusion programs are designed to promote fairness and equal opportunities for all employees, regardless of their background.


Resistance to change:


Some employees or leaders may resist diversity and inclusion programs because they are uncomfortable with change or unsure of how to navigate a more diverse workplace. It’s important to provide training and support to help employees understand the value of diversity and inclusion and learn how to work effectively with people from different backgrounds.

Creating a Diverse and Inclusive Workplace - Uniting Through Diversity

Leading the Way: Managers and Leadership in Diversity and Inclusion

Managers play a crucial role in fostering an inclusive workplace culture. They are responsible for creating a work environment that values diversity and inclusion and promotes fairness and equal opportunities for all employees. By modeling inclusive behaviors, building diverse teams, addressing bias and discrimination, promoting diversity and inclusion initiatives, and providing resources and support, managers can help foster an inclusive workplace culture that benefits everyone involved.


This isn’t something that comes naturally to most people, so it’s important to provide resources to managers – such as leadership coaching – so they can foster an inclusive workplace culture and learn to identify and address unconscious bias.


Here are some strategies for training managers:

Provide education on unconscious bias:


Managers should be educated on what unconscious bias is, how it affects decision-making, and how to recognize it in themselves and others.


Use real-life scenarios:


Training should include real-life scenarios to help managers understand how unconscious bias can affect decision-making in the workplace.


Provide tools and resources:


Managers should be provided with tools and resources to help them address unconscious bias in the workplace, such as decision-making frameworks and strategies for mitigating bias.


Encourage self-reflection:


Managers should be encouraged to reflect on their own biases and how they may impact their decision-making.

How Diversity and Inclusion Programs Create a Winning Workplace

Assessing the current culture within your organization

Assessing the current culture can help identify areas where the organization is falling short in promoting diversity and inclusion. For example, if there is a lack of diversity among leadership positions, this can be addressed through targeted diversity recruitment and training programs.


There are several tools and methods for assessing the current culture, including:

  • Surveys: Surveys can be used to gather feedback from employees on their experiences and perceptions of the workplace culture.


  • Focus groups: Focus groups can be used to gather more in-depth feedback from employees on their experiences and perceptions of the workplace culture.


  • Interviews: Interviews with employees at all levels of the organization can provide valuable insights into the workplace culture.

It is important to involve employees at all levels in the assessment process to gain a comprehensive understanding of the culture. This can help ensure that all perspectives are represented and can help identify issues and concerns that may not be immediately apparent. 

Setting Goals and Objectives

Setting clear goals and objectives is crucial for driving culture change within an organization. Goals provide direction and focus, and help ensure that diversity and inclusion efforts are aligned with the organization’s overall strategy. Clear goals and objectives help organizations prioritize diversity and inclusion efforts and identify the areas where they need to focus their efforts to drive culture change.


When setting goals and objectives, it’s important to ensure that they are specific, measurable, achievable, relevant, and time-bound (SMART). This approach helps ensure that goals are realistic, achievable, and aligned with the organization’s strategy. By setting clear goals and objectives, organizations can promote a more diverse and inclusive workplace culture, which can lead to improved business outcomes and a more engaged workforce.

  • Specific: Goals should be clear and specific, so that everyone involved understands what they’re working towards.


  • Measurable: Goals should be measurable, so that progress can be tracked and success can be celebrated.


  • Achievable: Goals should be realistic and achievable, given the resources and timeframe available.


  • Relevant: Goals should be relevant to the organization’s overall strategy and mission.


  • Time-bound: Goals should have a clear timeline, so that progress can be monitored and adjustments can be made as needed.

Here are some examples of goals and objectives that organizations can set to promote diversity and inclusion:


Increasing the representation of underrepresented groups in leadership positions:


Organizations can set a goal to increase the number of employees from underrepresented groups in leadership positions by a certain percentage or number within a specific timeframe, training for hiring managers, and creating a diverse interview panel.


Improving the cultural competence of employees:


Organizations can set a goal to improve the cultural competence of their employees by a certain percentage or score within a specific timeframe.


Enhancing diversity recruitment efforts:


Organizations can set a goal to enhance their diversity recruitment efforts by increasing the number of diverse candidates in their applicant pool by a certain percentage or number within a specific timeframe.


Creating an inclusive workplace culture:


Organizations can set a goal to create an inclusive workplace culture where all employees feel valued and respected.Building The Right Strategy

Managers and Leadership in Diversity and Inclusion - Guiding Towards Equality and Empowerment

Find the Right Strategy for Your Organization

Here are just a few strategies organizations can use to promote diversity and inclusion and create a more welcoming and supportive workplace culture:

Providing diversity and inclusion training:


Organizations can provide training programs to help employees and leaders understand the value of diversity and inclusion, identify and address unconscious biases, and promote inclusive behaviors and practices.


Implementing diversity recruiting initiatives:


Organizations can implement strategies to attract and hire candidates from diverse backgrounds, such as partnering with diversity-focused organizations, posting job openings on diverse job boards, and expanding recruitment efforts to new geographical locations.


Establishing employee resource groups:


Employee resource groups (ERGs) are employee-led groups formed around a shared identity, interest, or characteristic, such as gender, race, ethnicity, or sexual orientation. ERGs can provide a platform for employees to connect, network, and support one another, and can also offer opportunities for leadership development and community outreach.


Encouraging diverse perspectives and voices:


Organizations can create opportunities for employees to share their perspectives and ideas by soliciting feedback, encouraging open dialogue, and actively seeking out diverse opinions. This can help create a culture of inclusivity and respect, while also fostering innovation and creativity.

How to Communicate Your Diversity and Inclusion Vision with Impact

Effective communication is key to any successful change initiative in the workplace, including efforts to drive diversity and inclusion. Communicating the vision for driving culture change to all employees is crucial because it helps to build alignment, engagement, accountability, and transparency.


When employees are informed of the organization’s diversity and inclusion goals and objectives, they can better align their work and behavior to support them. They become more engaged and motivated, feeling that their work is part of a larger purpose. Clear communication also establishes accountability for progress and success, as employees understand their roles and responsibilities in achieving the organization’s goals. By being transparent about goals and objectives, leaders create an environment of trust, where employees feel they can ask questions and provide feedback.



Organizations can use a variety of communication methods to effectively communicate their diversity and inclusion vision and goals to employees. Some examples include:

Town hall meetings:


These can be used to present the diversity and inclusion strategy and goals to employees and allow for an open forum for questions and feedback.


Internal newsletters:


Regular newsletters can be used to communicate updates and progress towards diversity and inclusion goals, highlight success stories, and promote upcoming events or training opportunities.


Social media:


Social media platforms can be used to share information about the organization’s diversity and inclusion efforts, highlight employees and success stories, and promote upcoming events.


One-on-one meetings:


Managers can use one-on-one meetings with their direct reports to communicate the organization’s diversity and inclusion strategy and goals, as well as discuss individual employee roles and responsibilities in achieving those goals.

Keeping Score: Measuring Success in Diversity and Inclusion

Monitoring and measuring progress towards achieving the goals and objectives of a diversity and inclusion strategy is crucial for three reasons.

  • It allows organizations to assess whether they are making progress towards their intended outcomes and whether they are on track to achieve their goals.


  • It can help organizations identify any areas where they are falling short or experiencing challenges and take corrective action.


  •  It provides a means of accountability, allowing organizations to demonstrate their commitment to diversity and inclusion to employees, customers, stakeholders, and the wider community.

Measuring progress can involve a range of activities, including collecting data on key diversity and inclusion metrics, analyzing feedback from employees and other stakeholders, conducting regular assessments of organizational culture, and tracking the implementation of specific initiatives or programs. Data collection can include information such as the representation of different groups in the workforce, promotion and retention rates, employee engagement and satisfaction, and customer and supplier diversity.


Once the data is collected, it is important to analyze it and report the findings to relevant stakeholders. This can include sharing progress updates with employees, senior leaders, and external partners, as well as incorporating feedback from stakeholders into future planning and decision-making. By measuring progress and sharing the results, organizations can demonstrate their commitment to diversity and inclusion, build trust with stakeholders, and create a culture of transparency and accountability.


There are several tools and methods that organizations can use to monitor and measure progress towards achieving their diversity and inclusion goals and objectives. Some examples include:

  • Employee Surveys
  • Focus Groups
  •  Diversity Metrics
  •  Performance Evaluations
  •  Training Evaluations

Finding Your Dream Team: Diversity Recruitment and Hiring

Diversity Recruitment and Hiring Strategies

Recruiting and hiring a diverse workforce is a critical component of any successful diversity and inclusion program. Here are some strategies that organizations can use to improve their diversity recruiting efforts:

Diversity Recruitment and Hiring - Building a Multifaceted Team

Sourcing Candidates: One of the most effective ways to attract a diverse pool of candidates is to expand your recruiting efforts beyond traditional channels. This could include partnering with community organizations, attending job fairs or conferences that focus on diversity, and leveraging social media platforms to reach underrepresented groups.


Reducing Bias in the Hiring Process: To reduce bias in the hiring process, organizations can implement a number of strategies, such as using structured interviews with standardized questions, conducting blind resume reviews, and training hiring managers and interviewers on unconscious bias.


Creating Inclusive Job Postings: Job postings are the first impression that potential candidates have of your organization. To ensure that your postings are inclusive, use gender-neutral language, avoid unnecessary qualifications, and highlight your commitment to diversity and inclusion.


Leveraging Employee Referrals: Employee referrals can be an effective way to identify diverse candidates. However, organizations should also ensure that their referral programs are inclusive and that employees are encouraged to refer candidates from diverse backgrounds.


Providing Diversity Training to Hiring Managers: Providing diversity training to hiring managers can help them understand the importance of diversity and inclusion in the workplace and equip them with the skills needed to recruit and hire a diverse workforce. This training can include topics such as unconscious bias, cultural competency, and inclusive hiring practices.

Best Practices for Creating Job Postings

When creating job postings that attract diverse candidates, it is important to use inclusive language that avoids stereotypes and biases. Use gender-neutral language and avoid using terms that may be exclusive or discourage certain groups from applying. 


In terms of qualifications, consider whether certain requirements may be unnecessary or can be substituted with equivalent skills or experience. Avoid requirements that may exclude certain groups, such as those related to physical ability or education level. 


It is also important to highlight the benefits of working for the organization, including those that may be of particular interest to diverse candidates, such as flexible scheduling, employee resource groups, or professional development opportunities. 


Lastly, consider the visual design of the job posting to ensure it is accessible to all candidates, including those with visual or cognitive impairments. Use a simple, easy-to-read font and ensure the posting is compatible with screen readers.

Steps to reduce Unconscious Bias in the Hiring Process

The hiring process is a critical part of building a diverse and inclusive workforce. However, unconscious bias can impact hiring decisions and limit the diversity of the candidate pool. To reduce unconscious bias in the hiring process, there are several best practices to consider.


Resume screening is often the first step in the hiring process. To reduce bias, it’s important to focus on the qualifications and skills required for the role rather than personal characteristics or experiences. This can be achieved by using blind resume screening techniques, which remove any identifying information such as name, gender, and ethnicity.


Interviewing techniques can also be adjusted to reduce bias. Consider using structured interviews, which ask each candidate the same set of questions and focus on job-related skills and experience.


Diversity metrics can be used to track progress and identify areas for improvement. By regularly reviewing and analyzing diversity metrics, such as the number of diverse candidates who apply for positions, organizations can ensure that their recruitment efforts are effective.


It’s important to create a culture of inclusion throughout the hiring process. This can be achieved by providing diversity and inclusion training to all employees involved in the hiring process, promoting inclusive language and behaviors, and ensuring that all candidates are treated fairly and respectfully.

Creating Lasting Change with Diversity and Inclusion Programs

Diversity and inclusion programs are critical for creating a more equitable and inclusive workplace, but it’s essential to ensure that these efforts are sustainable over time. Without a long-term commitment, diversity and inclusion initiatives can lose momentum and become less effective. 


Integrating Diversity and Inclusion into Organizational Strategy


One key to sustainability is to ensure that diversity and inclusion efforts are integrated into the broader organizational strategy. This means that diversity and inclusion should be considered in all decision-making processes, from hiring and promotions to product development and marketing. When diversity and inclusion are part of the overall strategy, they become embedded in the culture of the organization and are more likely to be sustainable over time.


Continuously Measuring Progress and Gathering Feedback


Continuously measuring progress and adjusting strategies as needed is another vital step in creating a sustainable plan. This includes setting measurable goals and regularly tracking progress towards those goals. Metrics such as diversity in hiring, promotions, and retention can help organizations understand where they stand and identify areas that need improvement. It’s also important to gather feedback from employees, both through formal surveys and informal conversations, to understand their experiences and perceptions of the organization’s diversity and inclusion efforts.


Empowering Task Forces and Employee Resource Groups

To maintain momentum, organizations can also consider establishing diversity and inclusion task forces or committees, composed of employees from across the organization. These groups can help to keep diversity and inclusion top of mind and identify new opportunities for improvement. Additionally, employee resource groups focused on diversity and inclusion can provide a space for employees to connect and support one another, while also driving initiatives to promote diversity and inclusion in the workplace.


Numerous studies have demonstrated the positive outcomes and benefits of long-term diversity and inclusion initiatives.


According to McKinsey & Company’s “Diversity Wins: How Inclusion Matters,” companies in the top quartile for racial and ethnic diversity are 36% more likely to have financial returns above their respective national industry medians. One company that has achieved success through diversity and inclusion is Microsoft. 


In 2015, Microsoft launched its Diversity and Inclusion Report, which set targets for increasing the representation of women and underrepresented minorities in its workforce. The company also implemented unconscious bias training for its employees and improved its outreach to diverse communities. As a result, Microsoft has seen an increase in the representation of women and minorities in its workforce and has received numerous awards for its diversity and inclusion efforts.

Embracing Diversity within Organizations - Strength in Differences

Glassdoor’s “Diversity & Inclusion Study” found that 76% of job seekers consider a diverse workforce important when considering job offers. 


One company that has prioritized diversity and inclusion in its hiring process is Deloitte. Deloitte has implemented numerous initiatives which focus on creating a more inclusive culture and addressing unconscious bias. The company also requires diverse slates of candidates for all job openings and has implemented diversity metrics to track progress. These efforts have resulted in Deloitte being recognized as one of the most diverse companies in the world.


Finally, BCG’s “How Diverse Leadership Teams Boost Innovation” found that companies with above-average diversity reported a 19% increase in innovation revenue. 


One company that has achieved success through diversity and inclusion in innovation is Johnson & Johnson. The company has implemented numerous initiatives, including a “Diversity & Inclusion Scorecard” to track progress and has implemented employee resource groups to support diverse employees. This scorecard “influences overall VP-level performance assessment and compensation.” As a result, Johnson & Johnson has been recognized as one of the most innovative and diverse companies in the world.

How Can Terawatt Help?

Terawatt is an online coaching platform that offers a variety of services to help individuals and organizations. Whether you are looking to enhance your leadership abilities or seeking to foster a culture of diversity and inclusion within your organization, Terawatt can provide the tools and resources you need to achieve your goals.

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Promoting diversity and inclusion in the workplace is crucial for organizations looking to create a positive work environment, attract and retain top talent, and effectively compete in today’s diverse global marketplace. By valuing and respecting the differences among employees, organizations can foster a culture of innovation, creativity, and inclusion that benefits everyone involved.


Ultimately, prioritizing diversity and inclusion can help companies attract top talent, foster a positive company culture, and succeed in a rapidly changing business landscape.

Leadership Coaching for Executive Teams

Leadership is an essential component of any successful business. Good leaders not only manage teams but also inspire and motivate them to achieve their goals. However, leadership is a skill that requires ongoing development and improvement. This is where leadership coaching comes in.


The leadership coaching process involves working with a trained coach or mentor who provides guidance and support to your executive team. They help identify areas for improvement and work with the team to develop strategies for growth. This type of training and mentoring is important because it helps them stay ahead of the competition. The business world is constantly evolving, and companies need leaders who can adapt and make strategic decisions. By investing in leadership coaching, companies can ensure their executive teams have the skills and knowledge to drive the business forward.


Below we will identify the key areas where leadership coaching can benefit your company, what our leadership coaching process looks like, and how we can create the best coaching program for you.

Benefits of Leadership Coaching for Executive Teams

Improve Leadership & Management Skills

Leadership coaching for executive teams is like having a personal trainer for your leadership skills. It’s a way to help you become a better leader and manager. Executive teams can develop a wide range of  skills through leadership and management coaching, such as:

Develop Self-Awareness:


Self-awareness is the ability to understand one’s own emotions, thoughts, and behaviors, and how they impact others. By working with a leadership coach, executives can gain a better understanding of their strengths and weaknesses, as well as their impact on their team and the organization as a whole.


Through a variety of assessments and coaching exercises, a leadership coach can help executives become more self-aware by identifying blind spots, biases, and areas for growth. This can lead to better decision-making, improved communication, and stronger relationships with team members.


Self-awareness is a critical component of effective leadership, as it allows executives to understand their own leadership style and how it impacts their team’s performance. By developing self-awareness through leadership coaching, executives can become more effective leaders and drive business success.

Improve Communication Skills:


Communication is a critical component of effective leadership, and group coaching can be a powerful tool for improving communication skills for executive teams. A coach can work with leaders to identify communication patterns and habits, as well as areas for improvement. They can also provide guidance on how to communicate more effectively with team members, stakeholders, and other key stakeholders.


By improving communication skills through coaching, executive teams can build stronger relationships with team members, foster a more positive and collaborative work environment, and enhance their ability to achieve business goals.

Foster Strategic Thinking:


Strategic thinking is a critical skill for leaders, and coaching can help foster this skill in executive teams. A coach can work with leaders to help them develop a broader perspective on the business landscape, identify opportunities and threats, and make informed decisions that align with the organization’s goals.


Coaches may use a variety of techniques to help leaders develop strategic thinking skills. For example, they may use scenario planning exercises, encourage leaders to ask probing questions, or provide frameworks and models for strategic decision-making.


This can help them identify new opportunities for growth and innovation, anticipate and mitigate potential risks, and make more informed decisions that support the organization’s long-term goals. Overall, coaching can be a valuable investment for any organization looking to develop strong and effective leaders with strong strategic thinking skills.

leadership decision making abilities

Improve Decision-Making Abilities

Leadership coaching for executive teams is like having a personal guide to help you navigate the challenges of running a business. Decision-making is a critical skill for leaders, and coaching can help executive teams improve their decision-making abilities. A coach can work with leaders to identify decision-making styles and patterns, as well as areas for improvement. They can also provide guidance on how to make decisions more effectively, taking into account factors such as risk, time, and available resources.


Coaches may use a variety of techniques to help leaders improve their decision-making abilities. Coaches will work with your team to:

Enhance Problem-Solving Skills:


Problem-solving is a critical skill for leaders, and coaching can help executive teams enhance their problem-solving skills. A coach works with leaders to identify common problem-solving approaches and techniques, as well as areas for improvement. They will also provide guidance on how to approach and solve problems more effectively through collaboration, creativity, and analysis.


By enhancing problem-solving skills through coaching, executive teams can approach problems with greater creativity, collaboration, and confidence. This can lead to improved innovation, better decision-making, and a more resilient and adaptable organization. 

Strengthen Risk Management:


A coach can work with leaders to identify potential risks and vulnerabilities within the organization, as well as opportunities for improvement. They can also provide guidance on how to manage risks more effectively, taking into account factors such as risk tolerance, contingency planning, and mitigation strategies.


By strengthening risk management skills through coaching, executive teams can proactively identify and manage risks, reducing the likelihood of negative outcomes and improving the organization’s resilience. This can lead to increased stakeholder confidence, improved decision-making, and a more proactive and strategic approach to managing risk.

Set Better Goals:


By setting better goals through coaching, executive teams can focus on key objectives and align their efforts towards achieving them. This can lead to increased productivity, improved performance, and better outcomes for the organization. A coach can work with leaders to identify the organization’s key objectives, define measurable and realistic goals, and develop strategies to achieve them. 


Coaches may use a variety of techniques to help leaders set better goals. For example, they may encourage leaders to use the SMART framework to define goals that are specific, measurable, achievable, relevant, and time-bound. They may also help leaders prioritize goals and develop action plans to achieve them.

Increase Employee Engagement

Engaged employees are more productive, motivated, and committed to achieving the organization’s goals. A coach can work with executive teams to develop leadership strategies that focus on building and maintaining a positive work culture, fostering open communication, and providing opportunities for growth and development.


By increasing employee engagement through leadership coaching, executive teams can create a more positive work environment that fosters productivity, innovation, and collaboration. This can lead to improved employee retention, reduced absenteeism, and a more committed and motivated workforce. Coaches will focus on how to:

cultivate a positive work culture as an executive leader

Cultivate a Positive Work Culture:


A positive culture is one where employees feel valued, motivated, and supported in their work. This, in turn, can lead to increased productivity, greater employee satisfaction, and improved overall performance.


Coaches can work with executive teams to develop strategies for creating a positive culture, such as setting clear goals, promoting open communication, recognizing and rewarding employee achievements, and creating opportunities for professional development and growth. 


They can also help leaders identify areas where changes may be needed to improve the organization’s culture, such as addressing issues with employee morale or addressing negative attitudes within the workplace. This can lead to improved performance, higher retention rates, and greater overall success. 

Motivate Your Workforce:


A motivated workforce is one where employees feel invested in their work and are willing to go above and beyond to achieve the organization’s goals.


A motivated workforce is also more likely to be innovative and proactive, leading to greater success and growth for the organization. Leadership coaching can provide executives with the skills and knowledge they need to effectively motivate and engage their employees, making it a valuable investment for any organization looking to improve their workforce performance and success.

Reduce Employee Turnover:


High turnover can be costly and disruptive to your business. Coaching can help you develop leadership skills that reduce employee turnover, such as providing regular feedback and coaching, promoting work-life balance, and fostering a culture of respect and collaboration.


Leadership coaching for executive teams can help you increase employee engagement, cultivate a positive workplace culture, motivate your workforce, and reduce employee turnover. And, with the right coach, it can be a fun and exciting way to improve your leadership skills and drive your business forward!

Boost Business Growth

Effective leaders can develop and execute strategies that align with the company’s goals and objectives. This leads to better financial outcomes, satisfied customers, and a good reputation in the marketplace. Leadership coaching is like having a secret weapon to boost your business growth by working with your team to:

Drive Revenue Growth: Coaching can help you develop leadership skills that drive revenue growth, such as identifying new markets, developing effective marketing strategies, and optimizing your sales processes.


Enhance Customer Satisfaction: Satisfied customers are more likely to return and recommend your business to others. Coaching can help you develop leadership skills that enhance customer satisfaction, such as improving your customer service, developing strong relationships with your clients, and addressing customer concerns in a timely and effective manner.


Build a Stronger Reputation: A strong reputation can help you attract new customers, retain existing ones, and differentiate yourself from your competitors. Coaching can help you develop leadership skills that build a stronger reputation, such as developing a clear brand identity, promoting transparency and authenticity, and delivering on your promises.

How to become a better leader

The Leadership Coaching Process

Leadership coaching programs tend to follow a structured process to help executive teams track their progress as they develop their leadership skills and achieve their business goals. Here are the three pillars of a typical coaching process:

Phase 1 – Assessment


The assessment phase involves identifying current leadership strengths and weaknesses and defining business goals. Coaches use a variety of assessment tools, including 360-degree feedback, personality assessments, and performance evaluations, to gain a deep understanding of the executives’ strengths and areas for improvement. Coaches also work with the company to define their goals and objectives, which help us tailor our coaching approach.

Phase 2 – Coaching


Based on the assessment, coaches develop a personalized coaching plan tailored to your specific needs and goals. They then work with you through regular coaching sessions to implement the plan, providing guidance, support, and feedback to help you improve your leadership skills.

Phase 3 – Evalutation


Throughout the coaching process, your leadership coach measures your progress and achievements through regular evaluations that track performance against defined goals and objectives. They also identify continuous improvement strategies that help executives continue to grow and develop as leaders. Our data-driven insights help us provide valuable feedback and recommendations that lead to better business outcomes.


With a structured coaching process, we help executive teams unlock their full potential and achieve their business goals.

Designing The Best Leadership Coaching Programs

Terawatt Coaches design the best leadership coaching programs that are customized to your team’s needs so you get the results you need to boost your business.

Highly Qualified and Terawatt Certified Leadership Coaches

Our coaching programs are led by top certified leadership coaches who have extensive experience and expertise in their field. We match you with the best coach to suit your needs, and you can browse through a few featured coaches to see which one resonates with you.


Our coaches are Terawatt certified, which means they have undergone a rigorous training program and have the necessary skills and knowledge to deliver impactful coaching.

Dr. Nayla Bahri

Executive, Leadership and Career Coach


Dr. Nayla Bahri is an executive coach, educator, facilitator, and co-host of The Inside Job Podcast. Her mission is to help everyone she collaborates with create their ideal relationship with work, one that lets them thrive, experience more satisfaction and flow, and deliver excellence.

Debra Wasserman

Executive Leadership Coach & Workplace Strategist


Debra Wasserman specializes in purpose-driven leadership for companies and executives who want to develop robust and resilient teams, create innovative solutions to complex problems, and leave a legacy through kindness.

Personalized Coaching for Maximum Impact

Our coaching plans are customizable to suit your unique needs and goals. We work with you to design a coaching plan that is tailored to your specific requirements.

Our coaching approach is personalized to ensure maximum impact. We take the time to understand your strengths and weaknesses and create a coaching plan that addresses your specific needs.

Receive Data-Driven Insights

Gain valuable insights into your leaders’ strengths and areas for improvement and leverage data-driven insights to drive success


We use data-driven insights to gain valuable insights into your leaders’ strengths and areas for improvement. By analyzing the data, we can identify the most effective coaching strategies for your team and provide you with a clear roadmap for success.


With our coaching programs, you can unlock your team’s full potential and achieve your business goals.

Leadership Coaching Success Stories

Frequently Asked Questions

👉 What is leadership coaching and how is it beneficial?

Leadership is a skill that requires ongoing development and improvement. This is where leadership coaching comes in.


Leadership coaching is a process of working with a coach to develop leadership skills and abilities. The coach provides guidance, feedback, and support to help the client achieve their goals. They help identify areas for improvement and work with the team to develop strategies for growth. This type of training and mentoring is important because it helps them stay ahead of the competition.


Leadership coaching can be beneficial in many ways, including increased self-awareness, improved communication skills, and better decision-making abilities.

👉 What does a leadership coach do?

A leadership coach works with clients to identify their goals, strengths, and weaknesses. They provide guidance, feedback, and support to help the client develop their leadership skills and achieve their objectives. The coach may use various coaching techniques such as questioning, active listening, and goal setting to facilitate the coaching process.

👉 How to become a leadership coach with Terawatt?

If you’re interested in becoming a leadership coach with Terawatt, here’s how to get started:

Meet our requirements: We require our coaches to have extensive experience in leadership and coaching.


Apply to become a coach: You can apply to become a coach through our website. We review applications on a rolling basis and will contact you if your qualifications align with our needs.


Complete our training program: Once accepted, you will need to complete our rigorous training program to become a Terawatt certified coach.

If you’re interested in learning more about our leadership coaching program, we invite you to schedule a demo. Our team will be happy to walk you through our process, answer any questions you may have, and discuss how we can help your organization achieve its full potential. Don’t miss out on the opportunity to take your leadership to the next level.
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Management Coaching: Invest in Strong Managerial Skills

The balance between leadership and management skills

As businesses thrive and grow, one critical aspect that often gets overlooked is the development of effective coaching skills for managers. After all, a new manager stepping into their role for the first time may feel like they’re navigating uncharted waters. 


Management coaching is a powerful tool that equips managers with the skills and techniques to guide, develop, and inspire their team members to achieve their full potential. It involves a supportive and collaborative approach, where managers act as coaches rather than just bosses, fostering a positive and empowering work environment.


For managers, coaching can be a game-changer. It helps them build stronger relationships with their team, enhance their leadership abilities, and improve their communication skills. Through coaching for managers, they can learn how to effectively motivate and engage their employees, set clear expectations, provide constructive feedback, and resolve conflicts, leading to better team performance and productivity.


In today’s competitive business landscape, effective management coaching has become a crucial component of successful leadership. It not only empowers managers to excel in their roles but also creates a positive ripple effect throughout the organization, leading to a more motivated, engaged, and high-performing team. So, whether you’re a seasoned manager looking to enhance your coaching skills or a business owner seeking to train your managers to coach employees, investing in management coaching is a strategic move that can yield significant returns for your business.

What is Management Coaching?

At its core, management coaching is about empowering managers to become more effective leaders by enhancing their abilities in areas such as communication, motivation, delegation, conflict resolution, and performance management. It goes beyond traditional hierarchical approaches to management and focuses on building strong relationships, fostering a positive work culture, and empowering employees to achieve their best.


Management coaches use a variety of techniques and tools to help managers grow and develop. They may conduct assessments to identify strengths and areas for improvement, provide feedback and guidance, facilitate goal-setting and action planning, offer practical tips and strategies, and provide ongoing support and accountability. The coaching process is typically tailored to the specific needs and goals of the manager, and it can take place through one-on-one coaching sessions, group workshops, or a combination of both.


The importance of management coaching cannot be overstated. In today’s fast-paced and dynamic business environment, effective leadership is crucial for success. Managers who receive coaching can become more skilled and confident in their roles, leading to improved team performance, increased employee engagement, and higher overall productivity. Furthermore, management coaching fosters a culture of continuous learning and development within the organization, promoting a positive work environment where employees feel supported and empowered to reach their full potential.

Different Types of Management Coaching

1. New Manager Coaching

New Manager Coaching is designed to support newly-promoted or hired managers in successfully transitioning into their new role and enhancing their employee management skills.


Stepping into a managerial position can be both exciting and challenging. New managers often face the pressure of adapting to their new responsibilities, building relationships with their team members, and navigating the expectations of their role. This is where New Manager Coaching comes in to provide invaluable support.


It typically focuses on a variety of areas to help new managers thrive in their role. This may include clarifying their role and responsibilities, setting expectations, and developing effective communication skills. It may also involve building skills in areas such as delegation, performance feedback, conflict resolution, and motivation.

One key aspect of this type of coaching is helping new managers understand and develop their own leadership style. It encourages them to leverage their strengths, communicate effectively, and lead with confidence and authenticity. It also helps them understand the dynamics of managing a team and fosters the development of positive relationships with team members, promoting a collaborative and supportive work environment.


Additionally, it enhances employee management skills. This may involve providing guidance on setting performance goals, conducting performance reviews, providing constructive feedback, and recognizing and rewarding employees for their contributions. It also includes understanding and managing employee expectations, addressing performance issues, and promoting employee engagement and motivation.


Through personalized coaching sessions, assessments, feedback, and action planning, New Manager Coaching helps new managers gain the skills, knowledge, and confidence needed to excel in their role. It equips them with the tools and strategies to effectively manage their team, drive performance, and achieve their professional and organizational goals.

2. Performance Coaching

High-performance managers are essential to the success of any organization. However, even experienced managers may face challenges or areas for improvement that can hinder their performance. Performance Coaching aims to identify and address these areas, while also leveraging the manager’s existing strengths to enhance their overall performance.


Performance Coaching typically involves a thorough assessment of the manager’s current performance, including their strengths, weaknesses, and areas for development. This may be done through feedback from supervisors, peers, and team members, as well as self-assessment tools and assessments provided by the coach. Based on this assessment, the coach works closely with the manager to create a tailored coaching plan that focuses on addressing specific performance gaps and enhancing their managerial skills.


The coaching process may involve various strategies, techniques, and tools to help managers improve their performance. This may include setting clear performance goals, developing action plans, providing feedback on their progress, and creating strategies for overcoming challenges. The coach may also provide guidance and support in areas such as decision-making, time management, delegation, communication, problem-solving, and leadership.

In addition to addressing performance gaps, Performance Coaching also helps managers leverage their strengths to enhance their overall performance. This may involve identifying and utilizing their unique talents, skills, and leadership style to drive positive outcomes, build effective teams, and achieve organizational goals.


It’s an ongoing process that requires commitment and effort from both the manager and the coach. Regular coaching sessions, assessments, and progress reviews are conducted to monitor the manager’s performance and provide continuous feedback and support. The goal is to help managers continuously develop their managerial skills, overcome challenges, and achieve their performance objectives.

3. Sales Manager Coaching

Sales Manager Coaching focuses on developing the unique skills and strategies needed for sales managers to excel in their role. Sales managers play a critical role in driving revenue and achieving sales targets, and coaching can provide them with the tools and techniques to optimize their performance.


Sales managers face unique challenges in the fast-paced and competitive world of sales. They must not only manage their team, but also understand market dynamics, customer needs, and industry trends. Sales Manager Coaching is designed to equip sales managers with the skills and strategies needed to effectively lead their team, drive sales results, and achieve sales goals.


One of the key areas of focus in Sales Manager Coaching is sales leadership. This includes developing leadership skills such as motivating and inspiring the sales team, setting clear expectations, providing feedback, and holding team members accountable for their performance. Sales managers also learn how to create a positive sales culture, build a cohesive and high-performing sales team, and foster collaboration and teamwork.

Sales managers will learn how to develop and execute sales plans, set sales targets, and monitor progress. They will also learn effective sales techniques, negotiation skills, and relationship-building strategies to close deals and build lasting customer relationships. Sales managers also develop skills in sales forecasting, pipeline management, and sales analytics to make data-driven decisions and optimize sales performance.


This coaching may also cover other areas such as sales training and development, performance management, and sales team coaching. It may involve role-playing, simulations, and real-life scenarios to help sales managers practice and apply their skills in a supportive and learning-oriented environment.


By investing in Sales Manager Coaching, organizations can empower their sales managers to become effective leaders, optimize their sales performance, and contribute to the overall success of the sales team and the organization as a whole.

4. Leadership Coaching

Leadership Coaching is designed for senior-level managers and executives who are responsible for leading and influencing others within their organizations. It focuses on helping leaders develop effective leadership skills, manage change, foster innovation, and drive business growth, all while improving their employee management skills.


Leadership Coaching is especially crucial for senior-level managers and executives as they play a critical role in shaping the culture, vision, and direction of their organizations. They are responsible for setting strategic goals, making tough decisions, and leading their teams to achieve results. Leadership Coaching provides them with the guidance, support, and tools they need to excel in their leadership role and drive organizational success.


One of the key areas of focus in Leadership Coaching is leadership development. Senior-level managers and executives learn how to develop and implement effective leadership styles that align with their organization’s values, vision, and goals. They learn how to inspire, motivate, and influence others to achieve their best performance. Leadership Coaching also helps leaders build strong relationships, communicate effectively, and resolve conflicts in a constructive manner.


Leadership Coaching also addresses the challenges of managing change. Change is a constant in today’s business world, and leaders need to be able to effectively navigate and manage change initiatives. Leadership Coaching helps leaders develop change management skills, such as creating a compelling vision for change, communicating change effectively, managing resistance, and supporting employees through the change process.


It focuses on fostering innovation and driving business growth. Senior-level managers and executives need to be able to think strategically, identify new opportunities, and drive innovation within their organizations. Your Leadership coach will help leaders develop strategic thinking skills, innovative problem-solving approaches, and the ability to inspire and empower others to contribute to the organization’s growth.


By investing in Leadership Coaching, organizations can empower their leaders to become more effective, strategic, and influential, leading to overall organizational success.

The benefits of management coaching

Develop Coaching Skills for Managers

Developing coaching skills for managers is a crucial aspect of management coaching that focuses on helping managers build effective and high-performing teams. Managers play a critical role in guiding and developing their teams to achieve organizational goals, and coaching skills are essential in fostering a positive and productive work environment.


Coaching skills for managers encompass a range of competencies, including effective communication, collaboration, and problem-solving skills. Managers need to be able to communicate clearly and effectively with their team members, provide feedback, and actively listen to their concerns and ideas. Coaching skills also involve fostering collaboration among team members, encouraging diversity of thought, and creating an inclusive team culture where everyone feels valued and heard.

Problem-solving is another crucial skill for managers. They need to be able to identify and analyze problems, come up with creative solutions, and make informed decisions. Coaching skills help managers facilitate problem-solving sessions, guide team members in generating ideas and evaluating options, and empower them to take ownership of the solutions.


One effective approach to developing coaching skills for managers is through group coaching. Group coaching provides a supportive and collaborative environment where managers can learn from each other, share experiences, and practice coaching skills in a safe space. Group coaching can also foster team cohesion, build trust, and improve team dynamics, leading to a more cohesive and high-performing team.


By investing in coaching skills for managers, organizations can empower their managers to become effective coaches for their teams. Managers with strong coaching skills are better equipped to inspire, motivate, and develop their team members, leading to improved team performance, increased employee engagement, and ultimately, better organizational results.

Benefits of Management Coaching

Read The Benefits of Group Coaching if you’d like to learn more about the perks of online group coaching solutions for your business.

Improved managerial skills

Coaching helps managers develop essential managerial skills such as communication, delegation, and decision-making. These skills are crucial for effective employee management, as they enable managers to effectively communicate expectations, delegate tasks, and make informed decisions that align with organizational goals. Improved managerial skills lead to better employee management, as managers are better equipped to lead, guide, and support their team members.

Increased productivity

Management coaching can help identify and overcome barriers to productivity, both at an individual and team level. By working with a coach, managers can develop strategies to optimize their own performance and that of their team, leading to increased productivity. This can include setting clear goals, prioritizing tasks, improving time management, and fostering a positive work culture. Higher productivity levels positively impact employee management, as it allows managers to efficiently manage workloads, meet deadlines, and achieve team objectives.

Higher employee engagement and retention

Managers build stronger relationships with their employees through effective communication, active listening, and understanding their unique needs and aspirations. When employees feel valued, heard, and supported, they are more engaged and committed to their work. This, in turn, leads to higher retention rates, as employees are more likely to stay with a manager who understands and supports their growth and development. Improved employee engagement and retention contribute to better employee management, as it fosters a positive work environment, enhances team morale, and boosts overall team performance.

Better decision-making

Coaching helps managers develop critical thinking and problem-solving skills, which are essential for effective decision-making. Through coaching, managers can learn to analyze situations objectively, evaluate different options, and make informed decisions that align with organizational goals. Better decision-making enhances employee management, as managers are better equipped to handle challenges, resolve conflicts, and make timely and strategic decisions that positively impact their team and the organization.

how to train managers |

How to Train Managers to Coach Employees

Provide coaching training

Offer formal coaching training programs or workshops for managers to equip them with the necessary skills and techniques to effectively coach their employees. This can include training on active listening, asking powerful questions, providing constructive feedback, and setting SMART goals. Ensure that the training is relevant to the specific needs and challenges of your organization and aligns with your overall employee management strategy.

Set clear expectations

Clearly communicate your expectations to managers regarding their role as coaches. Define their responsibilities, including regular coaching sessions with employees, providing feedback, setting performance goals, and tracking progress. Provide managers with the necessary resources, tools, and support to effectively coach their employees, such as coaching templates, performance metrics, and performance improvement plans.

Encourage feedback

Help managers develop effective communication skills to provide timely and constructive feedback to their employees. Encourage them to engage in regular feedback conversations that focus on both strengths and areas for improvement. Provide guidance on how to deliver feedback in a constructive and supportive manner, and emphasize the importance of active listening and empathy in the coaching process.

Foster a culture of coaching

Create a culture that values coaching as a key component of employee management. Encourage employees to seek help and support from their managers, and promote a collaborative and supportive environment where coaching is seen as a continuous learning and development process. Recognize and reward managers who excel in coaching their employees and highlight success stories to inspire others.


Offer ongoing support to managers as they continue to develop their coaching skills. This can include regular check-ins, coaching supervision, and providing opportunities for managers to reflect on their coaching experiences and learn from them. Encourage managers to seek feedback from their employees and continuously improve their coaching approach based on their employees’ needs and feedback.


By providing coaching training, setting clear expectations, encouraging feedback, fostering a culture of coaching, and offering ongoing support, you can effectively train managers to coach employees and enhance their employee management skills. This will lead to improved employee performance, engagement, and overall organizational success.

Finding a Management Coach

In today’s fast-paced business world, effective employee management is crucial for the success of any organization. However, not all managers possess the necessary skills to manage employees effectively. This is where management coaching comes in. A management coach can help managers develop the skills they need to effectively lead and manage their teams.


Finding a management coach can be a challenging task, but it doesn’t have to be. Here are some tips for finding the right management coach to improve your employee management skills:

Define your management goals

Before you begin your search for a management coach, it is important to define your management goals. What do you want to achieve through coaching? What employee management skills do you want to develop? Defining your goals will help you find a coach who can help you achieve them.

Research coaches

Look for coaches who specialize in management coaching and have experience working with managers in your industry. A coach with experience in your industry will have a better understanding of the challenges you face and how to improve your employee management skills. Terawatt is an excellent platform that offers certified management coaches that you can choose from based on your requirements.

Schedule a consultation

Once you have identified potential coaches, schedule a consultation to get a sense of their coaching style and how they work with clients to improve employee management skills. During the consultation, ask questions about their approach, the length of the coaching program, and how they measure success.

Terawatt Management Coaches

Barbara Wittmann

Management Coach & Trusted CIO Advisor


Barbara Wittmann is a passionate entrepreneur, award winning author, certified coach and trusted CIO adviser. Since 2006 she has been coaching and consulting with leaders and companies that are in the process of business and leadership transformation.

Suzanne Ghais

Conflict Management Coach


Suzanne Ghais, Ph.D., is an expert on conflict resolution, consensus building, and collaboration. She has extensive experience as a facilitator, mediator, and advisor in workplace issues, environmental controversies, and armed conflict, having worked with high-level leadership on down in government agencies, nonprofits, and professional service firms.

How Can Terawatt Help?

Terawatt is an online coaching platform that offers a variety of services to help individuals and organizations improve their management skills. Whether you are looking to enhance your own management abilities or seeking to foster a culture of strong leadership within your organization, Terawatt can provide the tools and resources you need to achieve your goals.

Get in Touch


Finding the right management coach can have a significant impact on your employee management skills and ultimately the success of your organization. Take the time to define your goals, research potential coaches, and schedule consultations to find the best coach to help you achieve your goals.

Public Speaking Coaching: Transform Your Speaking Skills

In the world of business, effective communication is key to success. Whether it’s delivering a presentation to potential clients or leading a team meeting, strong public speaking skills are essential. However, many individuals in the business world struggle with public speaking anxiety or lack the confidence and techniques needed to deliver impactful presentations.


That’s where public speaking coaching can be a game-changer. With the help of expert coaches and workshops, businesses can provide their employees with the tools and skills needed to transform their speaking abilities and take their communication to the next level. In this article, we’ll explore how public speaking coaching can benefit businesses, and how Terawatt can help elevate your organization’s communication game.

Why Public Speaking Matters for Professionals

Effective communication is a critical component of success in the professional world. It’s not just about being able to express yourself clearly and concisely, but also about being able to actively listen, understand the perspectives of others and respond thoughtfully in the moment. In fact, effective communication is often cited as one of the top skills employers look for in job candidates yet one of the hardest skills to grow internally.


In the workplace, effective communication can improve productivity, reduce misunderstandings, build stronger relationships with colleagues and clients, convince and change the minds of colleagues and foster a positive and collaborative work environment. Whether you’re giving a presentation to a group, negotiating with a client, or simply sending an email, the way you communicate can make a big difference in how your message is received.


Effective public speaking can also help you gain visibility and establish your credibility in your company and throughout your industry. It allows you to share your expertise and ideas with a wider audience, whether it’s through giving presentations at conferences, leading meetings, or delivering pitches to potential clients or investors.


It can also help you build your professional image and network. By speaking at industry events, you have the opportunity to meet and connect with other professionals in your field, which can lead to new career opportunities, collaborations, and partnerships.

    • The Value of Public Speaking Coaching for Organizations:
    • Public speaking coaching can help high-level, high potential employees develop strong communication skills that are essential for success in the business world. They can learn how to communicate clearly and effectively with different audiences, including clients, investors, and colleagues. This can lead to better relationships, improved teamwork, and increased productivity.


    • Employees can also gain confidence, resilience, adaptability, and presence in business settings through public speaking coaching. They can learn how to manage their nerves and project a strong and authoritative image, which can help them make a positive impression on others and inspire confidence in their ideas and abilities.


  • When high-level employees are able to communicate effectively and confidently, it reflects positively on the organization as a whole. Effective communication can help build the company’s reputation and enhance its brand image, both of which are important for attracting new clients or customers and retaining existing ones.

Own The Room:
Tips for Developing a Confident and Authentic Speaking Style

Discovering Your Strengths and Weaknesses as a Speaker

Public speaking is an essential skill for anyone looking to succeed in their professional or personal life. Whether you are giving a presentation at work, speaking at a conference, or delivering a speech at a social event, being a confident and effective public speaker can make a significant impact on your audience. However, even the most experienced speakers have room for improvement, and the key to becoming a better speaker is to identify your strengths and weaknesses.

So, how can you identify your strengths and weaknesses as a public speaker?

1. Record yourself speaking: One of the most effective ways to identify your strengths and weaknesses as a speaker is to record yourself speaking. This will allow you to review your performance and identify areas for improvement.

2. Get feedback from others: Another way to identify your strengths and weaknesses as a speaker is to get feedback from others. Ask colleagues, friends, or family members to watch your speeches or presentations and provide constructive feedback.

Overcoming Public Speaking Anxiety and Building Confidence

Public speaking anxiety is a common problem that affects many people. Whether you are speaking in front of a large audience or presenting to a small group, the fear of speaking in public can be overwhelming and debilitating. However, with the right techniques, you can manage your anxiety and build your confidence as a speaker. Here are some tips to help you overcome public speaking anxiety and build your confidence:

  • Practice breathing exercises.
  • Use visualization techniques.
  • Practice positive self-talk.
  • Prepare thoroughly.
  • Engage with your audience.
How to mitigate the fear of public speaking |

Developing Your Unique Speaking Style

Public speaking is an opportunity to express your ideas and make an impression on your audience. While there are many different techniques and approaches to public speaking, the most effective speakers are those who develop their own unique style. Your speaking style should reflect your personality, strengths, and values, and should be tailored to the needs and expectations of your audience.


Start by embracing your natural speaking style. Focus on your strengths and find ways to amplify them. If you have a naturally humorous personality, incorporate humor into your speeches to engage your audience and keep them interested.


Tone of voice is another key element of your speaking style. Your tone of voice should match the tone of your message and the emotions you want to convey. For example, if you’re giving a motivational speech, your tone of voice should be confident and inspiring. If you’re delivering bad news, your tone of voice should be sympathetic and understanding.


Your body language should be relaxed, confident, and open. Avoid nervous habits like fidgeting or pacing, as these can be distracting to your audience. Instead, focus on making eye contact, using gestures to emphasize your points, and standing up straight with good posture.

Public Speaking Practice and Training

Best Practices for Effective Public Speaking

Public speaking can be an intimidating task, but it is a skill that can be honed and improved with practice. Whether you’re speaking to a large audience or presenting to a small group, there are several best practices you can use to ensure your message is delivered effectively.


One of the first steps in becoming an effective public speaker is setting goals for yourself. Identify what you want to achieve through your presentation and plan accordingly. This could mean researching your topic thoroughly, practicing your delivery, or finding creative ways to engage your audience.

Visualization and relaxation techniques can also be helpful in reducing anxiety and building confidence. Take time before your presentation to visualize yourself succeeding and feeling confident. You can also practice deep breathing exercises or progressive muscle relaxation to calm your nerves.


Building confidence is essential for effective public speaking. One way to build confidence is to practice your delivery multiple times, either alone or in front of others. This will help you become more comfortable with your material and reduce any nerves you may have. It will also give you the opportunity to incorporate feedback from others into your presentation. Ask those who listen to provide constructive criticism. Take their feedback into consideration and make adjustments as necessary.


Finally, make sure you are engaging your audience through eye contact, body language, and vocal tone. Maintaining eye contact with your audience can help you build a connection and make them feel more involved in your presentation. Using varied vocal tones can also help you convey different emotions and keep your audience engaged.

The Role of Public Speaking Workshops and Coaching Programs

Not everyone is a natural-born public speaker, and many people struggle with anxiety and nervousness when it comes to speaking in front of a group. Fortunately, there are many resources available to help individuals develop their public speaking skills, including public speaking workshops and coaching programs.


Public speaking workshops and coaching programs provide the opportunity to learn in a group setting. By joining a group of like-minded individuals who are all working towards the same goal, participants can gain valuable insights from their peers and learn from one another’s experiences. This collaborative approach can be particularly effective in helping individuals overcome their fears and develop their skills in a supportive and encouraging environment.

Professional coaches and trainers can offer valuable insights into how to improve your speaking style, provide guidance on areas for improvement, and help you refine your message to better connect with your audience. In addition, peer feedback can also be invaluable in helping you identify your strengths and weaknesses as a speaker.


Perhaps most importantly, public speaking workshops and coaching programs offer a safe space to practice speaking in front of others. This can be a significant advantage for individuals who struggle with anxiety or nervousness when speaking in front of a group. By practicing in a supportive and non-judgmental environment, individuals can gradually build their confidence and overcome their fears.


These programs are available in a range of formats, including online workshops and coaching sessions. This makes it easier than ever for busy professionals to access high-quality training and support, regardless of their location or schedule.

Daily Habits for Confident Public Speaking

Developing a daily habit of practicing public speaking is one of the best ways to improve your skills and build your confidence.


One of the most effective daily habits for confident public speaking is practicing in front of a mirror. By watching yourself speak, you can observe your body language, facial expressions, and gestures, and make adjustments as needed. This also helps you become more aware of your speaking style and how you can improve it.


You can also record and review your speeches. When you record your speeches, you can listen back to them and identify areas for improvement and watch your body language to assess how confident you appear on camera.

confident public speaking on stage |

Using speech prompts can also be helpful for daily practice. Writing out a few key points or phrases that you want to emphasize can help you stay focused and on track during your speech. This is especially helpful if you tend to get nervous or lose your train of thought.


Finally, find opportunities to speak in everyday situations. This can include anything from introducing yourself to new people at social events to presenting ideas at work meetings. The more you speak in front of others, the more comfortable you will become, and the easier it will be to speak in more formal settings.

Take Your Speaking Game to New Heights with Advanced Techniques

Tips for Crafting and Delivering Engaging Presentations

Whether you’re presenting to a large audience or a small team, your ability to captivate and inspire will determine the success of your message.


Incorporating stories into your presentation will help your audience connect emotionally with your message and remember it long after the presentation is over. Use vivid language and descriptive details to transport your audience into the world of your story.


Structuring your presentation for maximum impact is also crucial. Begin by outlining your key points and organizing them in a logical sequence. Use clear signposting language to signal transitions between sections and keep your audience engaged throughout the presentation. Remember to include a strong opening and closing to make a lasting impression.

Developing strong public speaking skills |

Humor and personal anecdotes can also be powerful tools for connecting with your audience. By sharing personal stories or using humor appropriately, you can build rapport with your audience and create a more relaxed and engaging environment. Just be sure to avoid offensive or inappropriate material that could detract from your message.


Use effective visuals to help support your message and keep your audience engaged. Use clear and visually appealing graphics and images to illustrate your points and avoid overcrowding your slides with too much information. Remember that your visuals should enhance your message, not distract from it.

Strategies for Captivating Your Audience and Keeping Their Attention

Captivating your audience and keeping their attention during a presentation is crucial for effectively delivering your message.

Opening and Closing with Impact:


Begin your presentation with a strong and attention-grabbing opening, such as a personal story or a surprising fact. Similarly, end your presentation with a memorable closing statement that leaves a lasting impression on your audience.

The Power of Pausing and Silence:


Pausing and using silence can be an effective way to emphasize key points and let your audience reflect on what you just said. By taking a breath and slowing down, you can help your audience absorb and remember your message.

Using Rhetorical Devices:


Repetition, parallel structure, and other rhetorical devices can help you emphasize key points and make your message more memorable. Use them sparingly and effectively to make an impact on your audience.

Handling Interruptions and Questions:


Be prepared for interruptions and questions from your audience. Practice active listening and respond in a respectful and confident manner. Repeat or rephrase the question if necessary to ensure that everyone in the audience can hear it.

Advanced Techniques for Powerful Body Language and Vocal Delivery

Research has shown that over 90% of communication is nonverbal, and body language plays a major role in how others perceive us. To improve your body language, start by working on your posture. Stand tall, keep your shoulders back, and engage your core. This will help you to appear confident and authoritative.


In addition to body language, vocal delivery is also a crucial aspect of effective communication. Vocal warm-up exercises can help to improve your tone, projection, and clarity. Try some deep breathing exercises to calm your nerves and get your vocal cords ready for speaking.


When delivering your presentation, use your voice effectively to emphasize key points. Vary your pitch, volume, and pace to create interest and emphasize important ideas. Don’t be afraid to pause and use silence to create tension and emphasize key points.

Leadership Communication and Public Speaking

How Strong Public Speaking Skills Benefit Leaders and Executives

Public speaking skills are crucial for leaders and executives, as effective communication is essential to the success of any organization. Leaders who can communicate effectively with their team, clients, and stakeholders can build stronger relationships, inspire confidence and trust, and ultimately achieve their goals more efficiently.


Sheryl Sandberg, the former COO of Facebook has given numerous TED talks and speeches on topics such as leadership, gender equality, and the tech industry. Her ability to communicate her ideas clearly and passionately has helped her become a respected thought leader and advocate for women in leadership positions.


Leaders and executives with strong public speaking skills can also use their influence to positively impact their organization’s reputation and brand image. They can effectively represent their company in public events, conferences, and media appearances, promoting their organization’s values and initiatives. These skills can be perfected with the help of leadership coaching sessions.

Techniques for Effective Business Communication and Persuasion

Whether you are trying to sell a product, convince stakeholders of a particular strategy, or negotiate a deal, effective communication and persuasion skills are critical in a business context. In order to be successful, you need to craft persuasive messages that resonate with your audience and deliver them in a compelling and convincing way.


One technique for crafting persuasive messages is to use storytelling. By weaving a narrative into your message, you can make it more relatable and engaging for your audience. For example, you might share a story about how your product or service has helped a customer achieve their goals. By connecting with your audience on an emotional level, you can increase the likelihood that they will be persuaded by your message.


Incorporate data and statistics that back up your claims. You can add credibility to your message and demonstrate that you have done your research. Be sure to present your data in a way that is easy to understand and not overwhelming for your audience. Visual aids such as charts and graphs can be helpful for this purpose.

Building a Strong Public Speaking Culture within Your Organization

Public speaking skills are critical in today’s business environment, where effective communication is key to success. One way to foster these skills within your organization is to build a strong public speaking culture. Here are some strategies for achieving this goal:

  • Offer public speaking workshops and training programs.
  • Promote public speaking opportunities within the organization.
  • Provide feedback and recognition for good public speaking.
  • Lead by example and model good public speaking skills.
  • Foster a supportive environment.

Finding the Best Public Speaking Coaches

Working with a public speaking coach is a great way to improve your skills and confidence. A good coach can provide you with feedback on your strengths and weaknesses, help you identify areas for improvement, and offer personalized strategies for reaching your goals. While one-on-one coaching may be the most personalized approach, group coaching can also be an effective way to develop your public speaking skills.


When selecting a group coaching program or coach, you will want to consider their experience, credentials, and reputation. Look for coaches who have experience working with groups and who have a strong track record of helping people achieve their public speaking goals. Additionally, consider the format of the coaching program and whether it will be a good fit for your learning style and goals.

public speaking coach during a coaching session |

How to Choose the Right Coach for You or Your Organization

Evaluating Your Specific Public Speaking Goals and Objectives


The first step in finding the right coach is to evaluate your specific public speaking goals and objectives. This will help you identify the type of coach that is best suited to your needs.

Evaluating Your Specific Public Speaking Goals and Objectives


Look for coaches who have extensive experience working in the field of public speaking, and who have a proven track record of success. For example, a coach who is a member of the National Speakers Association or has completed a public speaking certification program may have more expertise in the field.


Client reviews are another valuable tool in evaluating a coach’s effectiveness. Look for reviews or testimonials from past clients. This can give you insight into the coach’s coaching style, effectiveness, and whether they were able to help clients achieve their goals.

Customizable Coaching Plans Tailored to Organizational Goals


When evaluating potential coaches, ask them about their approach to coaching and how they work with organizations to develop customized plans. Look for coaches who have experience working with a diverse range of organizations and who have a proven track record of success. 


A coach who is able to offer a range of coaching options, such as individual coaching, group coaching, or online coaching, can also be an asset. This allows for flexibility in scheduling and accommodating different learning styles and preferences.

The Value of Working with a Public Speaking Coach


One of the key benefits of working with a public speaking coach is the valuable feedback you’ll receive. A coach can help you identify areas where you excel and where you need improvement. They can also offer specific suggestions for improvement, such as adjusting your body language or vocal tone, or revising your speech structure to make it more effective.


In addition to feedback, public speaking coaches can also offer you proven techniques and strategies for improving your public speaking skills. They can teach you how to connect with your audience, use storytelling to make your message more compelling, and develop effective visual aids to support your message.

How Can Terawatt Help?

Terawatt is an online coaching platform that offers a variety of services to help individuals and organizations improve their public speaking skills. Whether you are looking to improve your own speaking abilities or seeking to create a culture of strong public speaking within your organization, Terawatt can provide the tools and resources you need to achieve your goals.

Get in Touch
Lee Bonvissuto | Public Speaking Coach


Public speaking is a crucial skill in today’s business world, and working with an expert coach or participating in group workshops can help individuals gain confidence, elevate their skills, and overcome anxiety. Expert coaches can offer personalized guidance and feedback, while group workshops provide opportunities to practice in a safe and supportive environment. 


At Terawatt, we understand the value of effective communication and offer a range of coaching and workshop programs to help individuals and businesses succeed. Whether you are a beginner or an experienced speaker, we have coaches tailored to your specific needs and goals. With their expert techniques and personalized approach, we are committed to helping you achieve your full potential as a public speaker.

Why Group Coaching Works: Overview, ROI & Benefits

group coaching session on a laptop |

Group coaching is like having a personal trainer for your or your teams’ personal growth. It brings together individuals with similar goals, challenges, or interests, and provides them with the opportunity to learn from each other’s experiences and insights. The coach facilitates the process and creates a safe and supportive environment for group members to share and explore their thoughts and feelings and build teamwork.


Group coaching is a cost-effective way to provide coaching to a larger number of people. This structure allows organizations to provide coaching to multiple employees at once, rather than individual coaching sessions, which can be time-consuming and expensive. Additionally, group coaching can help organizations achieve their goals more efficiently by improving communication and collaboration among team members.


Group coaching provides participants with a sense of community, connection, and motivation to help them succeed, while also allowing them to learn from the experiences of others in the group.

What is Group Coaching: The Basics

Group coaching works by bringing together individuals and teams with similar goals, challenges, or interests and creating a supportive and engaging environment for them to learn from each other’s experiences and insights. The coach facilitates the process and ensures a safe and supportive environment for group members to share and explore their thoughts and feelings. The sessions typically involve group discussions, exercises, and feedback.

Group coaching offers several benefits, including:

➡️ Shared learning: Group coaching provides the opportunity for participants to share their knowledge, insights, and experiences, which can lead to collective learning.

➡️ Accountability: It provides accountability and support, as participants can hold each other accountable for achieving their goals.

➡️ Diverse perspectives: Group coaching brings together individuals from diverse backgrounds, industries, and experiences, promoting diversity and inclusion, which can provide enriching perspectives and insights.

➡️ Increased motivation: Coaching can increase motivation and engagement, as participants can draw inspiration and support from each other.

➡️ Increased confidence: Group coaching can help participants build their confidence by providing a supportive environment for them to explore their challenges and opportunities.

Not only is group coaching a cost-effective way to provide coaching to a larger group, but it also provides the opportunity for diverse perspectives and shared learning. Plus, who doesn’t love a little friendly accountability and motivation from their peers?

  • 1:1 coaching
  • Available only to those who can afford it
  • One person benefits at a time
  • Coaching content is focused on one individual’s contribution
  • The HR gatekeeper has the tough job of choosing which employees to receive coaching among the many who want it
  • Group coaching
  • Employee groups split the cost of expert coaches, spreading the love far and wide
  • The benefits of group coaching is exponential
  • Group dynamics help co-workers connect, bond and motivate each other
  • HR/L & D Leaders can delight in offering valuable coaching across the organization to develop high-potential employees and create cohesion among teams

The Nuts and Bolts of Group Coaching

Group coaching allows you to be a part of a dynamic and supportive team, with a coach as your fearless leader! 

Here’s how it works:

✅ Step 1: Find a group coaching program that matches your team’s goals and interests. You might find it online, through word of mouth, or by following a coach you admire.

✅ Step 2: Get to know your fellow group members and build connections. Share your goals, challenges, and insights, and find common ground with others who are on a similar journey.

✅ Step 3: The coach guides the group through exercises, discussions, and feedback to help you achieve your goals and overcome obstacles. 

✅ Step 4: Participate in engaging activities with the group, share your progress and learn from others. It’s like having a team of personal trainers for your personal development.

✅ Step 5: Celebrate your achievements and feel a sense of camaraderie and support from your fellow group members. Your team will leave feeling inspired, motivated, and ready to tackle their goals with renewed energy.

From leadership development programs to creative writing groups, people grow faster and achieve more when they have the support they need. According to a study conducted by the Society for Human Resource Management (SHRM) Research Report, employees who participate in leadership development programs are 41% more likely to feel connected to their organization and colleagues. And the best part? You’re building an increased sense of community with the team by growing and learning together. It’s like having your own personal support group for your personal and professional growth.

group coaching student as part of HR employee benefits |

The Benefits of Group Coaching:
How Group Coaching can Super-Charge your business

1. It’s the Cost-Effective Solution for Your Organization

Group coaching is a cost-effective way to get the support and guidance your team needs to be their best and achieve their goals. Online group coaching, in particular,  is an affordable solution for organizations who are looking to improve their teams without breaking the bank.


Compared to one-on-one coaching, group coaching is often more affordable because the cost covers multiple participants. And with online group coaching, you don’t have to worry about travel expenses or time constraints, which can make it even more budget-friendly.


But just because group coaching is cost-effective doesn’t mean it’s low quality. In fact, many group coaching programs offer the same level of expertise, support, and accountability as individual coaching, but at a lower price point. And with online group coaching, you can benefit from the convenience and flexibility of virtual sessions, while still enjoying the benefits of a structured coaching program.

2. Build Your Team’s Confidence

In a group coaching setting, participants benefit from the collective energy, motivation, and support of the group. This can help them stay accountable to their goals, overcome obstacles, and feel more engaged in the coaching process. Plus, group coaching provides opportunities for participants to interact with others who share similar goals and challenges, which can be incredibly empowering and validating.


As participants progress through the coaching program, they may also experience increased confidence and self-esteem. This is because group coaching provides a safe and supportive environment for individuals and teams to explore their goals, reflect on their strengths, and receive feedback and validation from others. Over time, this can help participants develop a stronger sense of self, increase their trust in their peers, and become more confident in their abilities and potential.

3. Teamwork Makes the Dream Work

Group coaching allows participants to work together to tackle common goals and challenges. They share their perspectives, experiences, and insights, and collaborate to develop solutions that are tailored to their individual needs and circumstances. This can lead to a more holistic and well-rounded approach to problem-solving and decision-making, as participants benefit from the diverse perspectives and experiences of their peers.


Plus, group coaching provides opportunities for participants to learn from one another and expand their knowledge and skills. As they share their successes and challenges, they may discover new approaches and strategies that they hadn’t considered before. This can help them develop a deeper understanding of themselves and their peers, and become more effective problem-solvers and decision-makers.

4. It’s Personalized to Your Team

Participants in a group coaching program work closely with a coach who provides them with individualized attention and support. The coach may offer personalized feedback and guidance on specific challenges or obstacles, and help participants develop strategies to overcome them. This can help participants stay accountable to their goals and make progress even when they encounter setbacks or obstacles.


It also provides a supportive environment for participants to share their progress and receive validation and encouragement from others in the group. This can be incredibly motivating and empowering, and help participants build confidence in their abilities and potential.

5. Grow the Skills Your Team Needs

Participants work with a coach who helps them identify their strengths and areas for improvement. Together, they develop strategies and action plans to build new skills and enhance existing ones. The coach may also provide guidance and feedback on specific techniques or approaches, and help participants develop a deeper understanding of their own learning styles and preferences.


Plus, group coaching provides opportunities for participants to practice their new skills in a safe and supportive environment. As they work with others in the group, they may receive feedback and validation that helps them refine their techniques and become more effective at applying their new skills in real-life situations.

Top 10 Reasons to invest in group coaching for your employees

Professional Development is a competitive advantage.
When leaders focus on developing people, their companies see a long term performance edge. In addition, companies with an excellent employee experience, specifically collaboration, creativity, and empowerment, innovated at twice the average, doubled the customer satisfaction and achieved 25% greater profitability.

Performance through people: Transforming human capital into competitive advantage, McKinsey, 2023

Building Business Value With Employee Experience, MIT CISR 2017
The primary reason people leave employers is lack of professional development.
The #1 reason people leave employers is lack of professional development. 2021 Work Institute Retention Report
Your employees, especially Millennials and GenZ, want to grow on the job-even more than get a raise.
Your employees, especially Millennials and GenZ, want to grow on the job—even more than get a raise. 2022 LinkedIn Global Talent Trends 2021 Works Institute Retention Report 2019 Deloitte Millennial Survey 2019 Deloitte Welcome to Gen-Z Report
As of November 2020, the SEC has been keeping their eye on your employees’ experience at work—their wellbeing, their training, their relationships. Don’t leave professional development to chance.
Your managers are your everything. And they need management coaching, especially these days.
According to a 2022 Udemy study, the need for coaching as a skill is up 184% 2022 Workplace Learning Trends Report Your managers are your everything. And they need coaching, especially these days. “Why Manager Development is a Top Goal,” Gallup, 2020
If you’re serious about hiring underrepresented groups, offer coaching. Terawatt’s original research found that the group that wants coaching the most is Black women.
People want to feel taken care of on the job, so including Terawatt’s group coaching as part of your employee package will help with recruitment and retention.
Creating a culture of psychological safety is one of the most important ways for teams to innovate and succeed, which is more important than ever in our post-pandemic world.
Teams that learn together, grow together.
The cost of replacing employees is approximately 30% of an employee’s annual income. Instead of hiring new employees, why not coach the ones you’re with?

Group Coaching isn’t One Size Fits All

1. Leadership Development:

Leadership development helps individuals develop their leadership skills and abilities. Participants learn from experienced leaders, engage in group discussions and activities, and receive feedback and support to help them reach their potential.

2. Career Development:

Career development helps individuals advance in their careers and reach their professional goals. Group members receive coaching and guidance from experienced professionals, and engage in activities and discussions to improve their skills and knowledge.

3. Health and Wellness:

Health and wellness focuses on improving physical and mental well-being, and can include topics such as nutrition, fitness, stress management, and mindfulness. Group members support each other in making positive lifestyle changes and share tips and strategies for staying healthy.

4. Team Building:

Team building participants work with a coach who helps them identify their strengths and areas for improvement as a team. Together, they develop strategies and action plans to enhance their communication, build trust, and achieve their goals.

developing leadership skills through group coaching |

Choosing the Right Group Coaching Program Takes Time, but Your Team is Worth It

Choosing the right group coaching program is like finding the perfect pair of shoes – it’s all about identifying your needs and preferences, doing your research, and finding a program that fits just right.


Here are some tips for choosing the right group coaching program:

➡️ Identify your personal and professional goals: What do you want to achieve through group coaching? Are you looking to build new skills, enhance your performance, or overcome a specific challenge? Knowing your goals can help you narrow down your options and find a program that aligns with your needs.


➡️ Research group coaching programs: Look online for group coaching programs that match your goals and interests. Read reviews and testimonials from past participants to get a sense of their experiences and result.


➡️ Assess compatibility with the coach and group: Once you’ve found a few coaches that interest you, reach out to the coach to learn more about their approach and philosophy. Ask questions about their coaching style, the structure of the program, and the types of participants who typically enroll. This can help you determine whether the program is a good fit for you.

Overall, choosing the right group coach requires a bit of research and self-reflection, but it’s worth the effort to find a program that can help you achieve your goals and unlock your full potential!

Download our original survey to learn more about just how much your employees want coaching.

The importance of professional group coaching in the workplace | Terawatt

The ROI of Group Coaching:
How to Make Sure Your Session Pays Off

Group coaching ROI (Return on Investment) can be significant, as it can lead to increased productivity, job satisfaction, and personal and professional growth. And let’s not forget the added benefit of building meaningful relationships. It’s perfect for organizations looking to build trust and increase teamwork with their employees.


Calculating the ROI of group coaching can be challenging, as the benefits of coaching are often difficult to measure. However, here are some things to consider before and after group coaching sessions to help you measure just how beneficial your investment was to you and your team:

➡️ Clearly define goals and desired outcomes before starting a coaching program. These goals can include specific performance targets, such as increased productivity or revenue growth, or personal development goals like improved communication or leadership skills. Take time to define these steps as a group and as individuals.


➡️ Conduct pre and post assessments to measure progress and improvements. Assessments can include self-assessments, peer reviews, and performance evaluations to track progress throughout the coaching program.


➡️ Collect feedback and testimonials from participating teams can be a useful way to measure the ROI of group coaching. Positive feedback and testimonials can demonstrate the effectiveness of the coaching program and provide insights into the specific benefits that participants received.


➡️ Conduct a cost-benefit analysis. This includes assessing the cost of the coaching program in relation to the benefits received, such as increased productivity, improved performance, or better teamwork.

By using these methods, organizations can determine the effectiveness and value of group coaching programs and make informed decisions about future investments in coaching.

Frequently Asked Questions

👉 Who can benefit from Group Coaching?

Everyone can benefit from group coaching! It’s a versatile form of coaching that can be tailored to fit the needs of a wide range of people.


Individuals who are looking to develop their skills, achieve their goals, and improve their personal and professional relationships. 


Teams who are looking to improve their collaboration, communication, and performance. 


Leaders who are looking to improve their leadership skills, build stronger teams, and achieve their goals. 


Organizations who are looking to improve their overall performance, increase productivity, and foster a culture of learning and development.


In short, anyone who is looking to improve themselves, their teams, or their organizations can benefit from group coaching.

👉 How long does Group Coaching last?

The duration of group coaching programs varies depending on the specific needs of the group and the goals of the program. Some group coaching programs may last for several months, while others may only last a few weeks or even a single session.


Typically, group coaching programs are designed to be ongoing and may involve regular sessions over a period of weeks or months. This allows participants to develop new skills, work through challenges, and receive ongoing support and guidance from the coach and their peers.

👉 How many participants are in a typical Group Coaching program?

The number of participants in a group coaching program can vary depending on the program and the goals of the coaching. In general, a typical group coaching program may have anywhere from 3 to 15 participants.


Having a smaller group can allow for more individualized attention and support from the coach, while a larger group can provide more opportunities for collaboration and learning from peers. The ideal number of participants can also depend on the format of the coaching program and the resources available to the coach or organization running the program.


Ultimately, the number of participants in a group coaching program should be determined based on the goals of the program, the needs of the group, and the resources available to the coach or organization running the program.

👉 How is confidentiality maintained in Group Coaching?

Confidentiality is an important aspect of group coaching, as it allows participants to share their thoughts, feelings, and experiences in a safe and supportive environment without fear of judgment or repercussions. It’s important to feel that your session is a safe place so you can get the most out of your sessions. 


At the beginning of the program, the coach will typically establish ground rules that outline expectations around confidentiality, including what is and isn’t allowed to be shared outside of the group. The coach and participants may also develop a group agreement that includes a confidentiality clause, which outlines expectations around confidentiality and the consequences for breaking confidentiality.


Ultimately, it’s about building trust with your coach and fellow participants.



Group coaching is a winning strategy for organizations looking to improve the performance, productivity, and wellbeing of their employees. By providing personalized support, skill development, increased engagement, collaboration, and confidence, group coaching can help individuals, teams, and organizations achieve their personal and professional goals. 


If you’re looking for the best online coaching, Terawatt offers a comprehensive coaching platform that offers a wide range of coaching programs covering various industries and topics. The platform’s user-friendly interface makes it easy for participants to access coaching programs, engage with coaches and other group members, and track their progress. Terawatt provides a safe and supportive environment for all participants, fostering increased engagement, collaboration, and confidence. 

Terawatt is the best online group coaching platform because of its comprehensive coaching programs, experienced coaches, personalized coaching, and supportive environment.
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