SUSTAINLEAD™ · GLO:B
Let’s explore coaching
in your organizational context.
Share the leaders involved, the current challenge and the changes you hope to explore. We can discuss fit and delivery arrangements.
HR PRE-ENGAGEMENT REVIEW
Before engagement, briefly review HR’s context and expectations
A 3-5 minute review using what HR already knows. No leader or team survey participation is needed.
- Current context and existing strengths
- Hoped-for changes
- Questions for the initial conversation
9 multiple-choice questions. Select all that fit. Every question includes Other; unclear items may be skipped.
START A CONVERSATION
Three starting points
for an HR conversation
- The leaders’ roles and work context
- Recurring challenges and desired changes
- Available organizational support and timing
CLEAR ANSWERS
Questions HR teams ask
What is SustainLead™ leadership coaching?
SustainLead™ is a ten-session 1:1 leadership coaching program for new and middle managers. Self-awareness and real-work behavior experiments help leaders examine roles, delegation, feedback and team operating routines. Sessions are 60 minutes on Zoom. Goals and scheduling are agreed during setup.
How is coaching different from training or consulting?
Rather than delivering a fixed curriculum or prescribing solutions, coaching uses questions and reflection to help leaders understand their patterns and test choices that fit their context. Workbooks and between-session experiments connect learning with real work.
How can HR assess progress?
Combine leader self-assessment, team baseline and end-of-program surveys, and concrete behavior examples. Select relevant indicators such as approval waits, independent decisions and meeting follow-through. Agree reporting boundaries before coaching starts. Score changes alone do not establish coaching impact.
Are individual sessions shared with HR or a manager?
Session dialogue, personal emotions, fears and private information are not shared without explicit consent. HR reporting can cover agreed goals, progress, observable practice changes and support needs. Team feedback is handled to avoid identifying individual respondents.
Does the 30/60/90-day plan include additional coaching?
It is an action and review plan created at program completion: choose a behavior and small experiment for 30 days, establish a practice with the team at 60 days, and revisit how you and the team want to work at 90 days. Additional coaching is not automatically included; further support is agreed separately.
Does coaching guarantee lower burnout or turnover?
No specific performance, burnout or turnover result is guaranteed. Coaching addresses leadership choices and team routines. Workload, pay, staffing and organizational conditions also require action and support from HR and senior leadership.
Do I need to complete every workbook question?
No. Choose the questions that are useful now, try one experiment agreed in the session in your real work, and take three minutes afterward to record what happened, what you learned and what you might try next.