Step By Step: The Art of Learned Intelligence Coaching Program
Month 1
Discovery Phase
Conduct stakeholder interviews to understand the firm’s goals, portfolio dynamics, and leadership challenges.
Prioritize portfolio companies and key leaders for engagement.
Develop a tailored assessment and coaching roadmap aligned to your initiatives.
Month 2
360 Assessments and Initial Coaching
Launch 360-degree assessments for selected leaders, gathering insights from peers, direct reports, and stakeholders.
Begin one-on-one coaching sessions to address immediate challenges and set development goals.
Month 3
Executive Team Alignment
Facilitate offsite retreats with executive teams to align on vision, strategy, and priorities.
Address team dynamics, communication challenges, and decision-making processes.
Month 4
Targeted Leadership Development
Continue one-on-one coaching sessions, focusing on personalized growth plans.
Provide team workshops to enhance collaboration, trust, and accountability.
Month 5
Implementation and Feedback
Support leaders in applying coaching insights and strategies within their organizations.
Gather feedback from participants and stakeholders to assess progress and refine the approach.
Month 6
Measurement and Sustainability
Evaluate the impact of the program through pre-and-post-engagement surveys and performance metrics.
Develop a roadmap for ongoing coaching and support to ensure long-term success.
How do we measure results?
To ensure the work actually moves the needle, CLG Coaching uses a data-driven approach to track leadership growth across both qualitative and quantitative metrics.
We combine 360-degree assessments, stakeholder feedback, behavioral tracking, and business impact analysis
Clearly demonstrate tangible gains in Emotional Intelligence (EQ), Relational Intelligence (RQ), and Strategic Intelligence (SQ)—not just in theory, but in how your leaders show up, decide, and deliver.
Measurement Approaches
Baseline & Post-Program Leadership Assessments – Leaders complete pre- and post-program evaluations to measure growth in self-awareness, adaptability, communication skills, and strategic decision-making—so you can see clear before-and-after leadership impact.
Stakeholder Feedback & Employee Engagement Scores – Ongoing feedback loops, pulse surveys, and stakeholder input track shifts in team trust, collaboration, psychological safety, and leadership alignment, giving you real data on culture and engagement.
Behavioral & Business Impact Metrics – We connect leadership development to hard business outcomes by tracking KPIs like team retention, project execution efficiency, leadership effectiveness in high-stakes decisions, and overall organizational performance.