The right coach for your world. Recognition for visible progress.

You work privately with a coach on the leadership challenges in your role. GCG's Triple Win approach also involves the coworkers you choose, so the changes you make can be experienced and reported by the people who work with you. It is not training to become a coach.

It may be a good fit if you want to grow as a leader and are willing to work on changes that matter to your team as well as to you. You and your coach agree the focus, and you decide which coworkers to involve. The work happens in your day-to-day leadership, not only during coaching sessions.

The aim is progress in three connected areas: your leadership, your team's effectiveness and the results you pursue together. GCG's Pulse Surveys ask you and your coworkers about the improvements you experience. Those reports show perceived change; they are not a guarantee or an audit of business performance.

Direct reports, peers and managers experience your leadership at work. Their suggestions can make the action plan more relevant, and their participation can help put it into practice. Periodic Pulse Surveys then capture the progress they report. Your coaching conversations with your coach remain separate.

We present a shortlist of GCG-certified coaches selected for your level, leadership priorities, industry or function, culture, location and language. You meet the coaches and choose who you want to work with.

GCG offers ICF-accredited coach education, but completing an accredited program is different from holding an individual ICF credential. Coaches may have ACC, PCC or MCC credentials and other relevant experience. If an ICF-credentialed coach matters to you, tell us and we will consider that when preparing your shortlist.

You and your coach usually select one or two leadership growth areas informed by your role and coworker feedback. An optional GLA360 assessment can help identify those areas. You turn the focus into an action plan to use in everyday work.

You choose whom to involve, such as direct reports, peers and your manager. Before sessions, they can answer one future-focused Feedforward question in about 2–3 minutes. They see the actions you commit to and can help carry them out. At agreed intervals, typically quarterly, they complete a short Pulse Survey about the change they experience.

Yes. You can discuss the right approach with your coach. Consistent coworker participation is, however, a defining part of GCG's Triple Win method because the people who experience your leadership can help shape the change and report whether it is visible.

Your conversations with your coach are separate from what coworkers are asked to do. Coworkers may provide suggestions, see the actions you choose to share and report the progress they experience. Before you begin, confirm with GCG and your sponsor, if any, who will receive Pulse Survey results and how information is handled.

You and GCG agree the session frequency and length for your engagement. Between sessions, you put your action plan into practice with coworkers. Pulse Surveys are typically conducted about every three months, not after every session.

Pulse Surveys ask you and the coworkers you involve about improvements in your chosen growth areas, team effectiveness and results. You and your coach can use each round to adjust the plan. These are participant-reported perceptions, not independently audited financial or operational results.

The duration is agreed before you start, based on your goals and the scope of coaching. It needs to leave enough time to practise new behaviors in everyday work and for coworkers to notice them. Contact us for the engagement formats currently available.

Fees are provided on request and depend on the agreed scope, duration and coach. We will discuss the options and price before you commit.

Yes, an organization can discuss sponsorship with GCG. Agree the scope, budget and reporting arrangements with your manager or HR sponsor before you start. You can also ask about self-funded coaching.

Contact us with your role, context and the leadership priorities you want to explore. We will discuss the journey and present a shortlist of coaches, then you choose the person you want to work with.