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The GCG methodology
A transparent, bespoke, and time-efficient process designed to guarantee measurable leadership growth — through coworker involvement, focused action, and real follow-through.
Leadership change, made visible
Leadership change is simple, but not easy. That is why coworkers are involved throughout: they help shape the change, see it in practice, and confirm whether it is taking hold. The process turns leadership growth into something practical, shared, and measurable.
Phase 1
Begin with a clear leadership aspiration, a focused development direction, and a commitment shared with the people who experience the leader’s impact.
Change is an invitation to rise to the next level of the leadership journey. The leader describes that journey and articulates a personal leadership model, creating a tailored blueprint for the leader they want to become.
With a coach, the leader chooses two specific areas for growth. Behavioral interviews and 180° or 360° multi-rater assessments help identify the development direction that will make the greatest difference.
The leader connects their growth focus to its impact on themselves, their team, and business performance — then invites coworkers into the journey. Leadership growth is not a solo effort.
Phase 2
Growth continues through a future-focused monthly Feedforward Cycle: coworkers contribute suggestions, the leader makes a plan, and change is put into practice together.
Ask coworkers for future-focused suggestions that will help improve the two selected growth areas — and thank them for their valuable input.
Reflect on the suggestions and turn the most useful ones into a practical monthly action plan.
Share and implement the action plan with coworkers, then follow up to learn whether the intended change is visible in day-to-day work.
Coaching and measurement
The coach and leader develop the skills needed for the growth areas and finalize the next monthly action plan for the leader and their team to work from.
Quarterly Pulse Surveys ask the leader, their team, and other coworkers to reflect on visible growth. Their feedback clarifies the return on the leader’s effort in the real work environment.
The resulting Leadership Growth Progress report gives the leader and sponsor a concrete way to gauge success and measure progress over time.
The outcome
The goal is more than a better leader. The leader becomes measurably more effective, gains a process they can use for continued self-development, and becomes better equipped to coach their own team members. The leader, team, and organization all move forward together.