The GCG coaching methodology
Triple Win Leadership Coaching
Better leaders. Better teams. Better results. Confirmed by the coworkers who experience the change.
The three wins
Three wins. One coaching engagement.
Every engagement is designed so that all three improve together, and coworkers confirm each one.
Better Leaders
The leader improves in one or two leadership growth areas chosen with coworker input.
Better Teams
Coworkers help shape and carry out the change, so team effectiveness and shared ownership grow with it.
Better Results
Coworkers report the effect on performance results, connecting the leader’s change to outcomes the organization recognizes.
The difference
Leadership change doesn’t happen behind closed doors.
Leadership is experienced every day by the people being led. So in Triple Win Leadership Coaching, consistent coworker involvement is a defining requirement, not an option.
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Coworkers experience
Direct reports, peers and managers see the leader’s behavior in everyday work.
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Coworkers suggest
They offer feedforward: practical suggestions for what the leader could do next.
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Coworkers cocreate
They help shape the action plan and take part in carrying it out.
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Coworkers confirm
They report whether the improvement is becoming visible.
How it works
One repeating cycle. Coworkers throughout.
Choose one or two growth areas, then repeat a simple monthly cycle and measure progress along the way.
Coworkers involved at every step
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Ask
Coworkers suggest what would help next.
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Reflect
The leader turns suggestions into focused action.
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Act
The leader practices change with coworkers.
Repeat monthly
Measure
Pulse Surveys show whether progress is becoming visible.
Periodic coworker surveys throughout the engagement
The evidence
- 95%
- Success rate confirmed by coworkers
- 100,000+
- Leaders coached across the GCG network
GCG-reported results. The success rate is measured through GCG’s Pulse Surveys, which record the improvement coworkers observe when they are consistently involved.
The book
The methodology, in your hands.
Everybody Wins by Will Linssen explains how to involve coworkers, make leadership change visible and connect coaching to outcomes that matter.
- How to involve coworkers so change becomes shared, visible and easier to sustain.
- How to measure coaching impact in a way leaders, managers and HR can trust.
- A structured, repeatable coaching journey, illustrated with real cases from GCG coaches.
Get certified
Learn to deliver Triple Win Leadership Coaching.
Global Coach Group teaches the methodology through its ICF-accredited certification programs.
Looking for coaching rather than certification? Leadership coaching for your organization
- GLC Global Leadership Coach The Triple Win methodology
- ACC Associate Certified Coach ICF Level 1
- PCC Professional Certified Coach ICF Level 2
Common questions
Frequently asked questions
What does Triple Win mean?
Triple Win means the leader, the team and the results all improve in the same coaching engagement: Better Leaders, Better Teams, Better Results. Each improvement is confirmed by the leader’s coworkers rather than by the leader’s own assessment. The methodology was developed by Will Linssen and is taught by Global Coach Group.
Why are coworkers involved?
Leadership is experienced by the people being led, so they are best placed to say whether it has changed. In Triple Win Leadership Coaching, coworkers (direct reports, peers and managers) suggest what would help, take part in carrying out the action plan and confirm whether the improvement is visible. Involving them consistently is a defining requirement of the methodology.
What is feedforward?
Feedforward is forward-looking input. Instead of evaluating what a leader did in the past, coworkers suggest practical things the leader could do over the coming weeks. Because it is future-focused and task-based, it stays constructive and gives the leader concrete ideas to build into an action plan.
How is progress measured?
Progress is measured through GCG’s Pulse Surveys, sent periodically to the leader’s coworkers during the engagement. Coworkers rate their satisfaction with the leader’s improvement in the chosen growth areas and its effect on team effectiveness and performance results. The 95% success rate is a GCG-reported result from these surveys in engagements where coworkers are consistently involved. Where a 360 assessment is used at the start, GCG most often uses its GLA360.
How is Triple Win different from Stakeholder Centered Coaching?
Both approaches involve the people around a leader and judge change by their perception rather than by the leader’s self-assessment. Triple Win Leadership Coaching is Global Coach Group’s own methodology, developed by Will Linssen. It defines success as three connected outcomes, Better Leaders, Better Teams and Better Results, each confirmed by coworkers, and it treats coworkers as cocreators who help shape and carry out the change. Global Coach Group is an independent organization and is not affiliated with Marshall Goldsmith Stakeholder Centered Coaching.
Where can coaches learn the methodology?
Triple Win Leadership Coaching is taught in Global Coach Group’s ICF-accredited certification programs: the Global Leadership Coach (GLC) certification, the ICF Level 1 (ACC) program and the ICF Level 2 (PCC) program. The methodology is also explained in Will Linssen’s book Everybody Wins: Better Leaders, Better Teams, Better Results.