1. Setting the Foundation for the Journey
Begin by looking inward at how leaders lead, respond, and relate to others. Explore the role of leadership self-awareness in becoming a leader who can support meaningful learning and growth in others.
Advanced leadership development to help experienced leaders navigate complex workplace challenges, lead through uncertainty, and keep teams aligned under pressure. Includes training hours that count toward ICF credentialing.
A 70,000-person division at Microsoft embedded coaching into how managers lead. Internal mobility rose 78%, and career development behaviors improved 34%.— 2025 ICF Coaching Impact Award case study
Leadership capacity is much more than a leader’s skill set. It’s measured by what a team accomplishes, and that depends on how well its members work together and learn from experience.
Coacharya’s Leader as a Coach program teaches leaders to build the psychological safety teams need to do their best work, and the skills that make it sustainable: being empathetic while direct, holding high standards while staying approachable, and inspiring both vision and accountability in others. It also prepares them for the inevitable tough conversations that come with leadership, whether that’s giving feedback that’s constructive and candid, or staying calm when tensions run high.
Organizations worldwide, from global banks to technology companies, have partnered with Coacharya for coaching-led leadership development.
Aligned with ICF standards, Coacharya’s coaching and leadership programs have developed more than 5,000 professionals worldwide.
Our Net Promoter Score reflects exceptional participant satisfaction. Scores above 50 indicate excellent quality, with 78 placing us in the world-class tier for long-term program engagement.
This virtual instructor-led program includes ten live, two-hour training sessions delivered weekly. Participants also receive additional readings and videos to support their learning. Modules include:
Areas of development:
Develop the self-awareness to help identify habitual patterns before they trigger a reaction.
Build the adaptability to weigh decisions from various perspectives and the discernment to choose based on values.
Cultivate the presence and patience to listen for what is not being said, and to frame questions and feedback in a way that can be received.
Recognize bias, consider culture and context, and hold space for perspectives that differ from the majority view.
Establish constructive feedback practices, co-designed with the team, that hold people to high standards while building genuine ownership.
Adopt a long-term view of people development, so coaching conversations build capability over time without sacrificing short-term results.
To support these outcomes, leaders will learn:
Tracking one's own emotional state during a conversation and picking up the signals others give.
Listening for unspoken context and asking evocative questions that uncover root causes rather than surface symptoms.
Delivering feed-forward and fair feedback that holds people accountable while treating mistakes as information.
Recognizing personal blind spots and biases, so decisions and responses are considered rather than automatic.
Addressing conflict early, and treating disagreement as part of collaboration rather than a breakdown in it.
Trusting the team to make decisions within clear boundaries, rather than supplying all the answers.
Observe experienced facilitators model coaching techniques before applying them in the workplace.
Receive structured feedback and ongoing facilitator evaluation after every module to refine practice and deepen self-awareness.
Practice navigating tough feedback, performance discussions, and high-pressure conversations using common workplace scenarios.
Earn a formal Coacharya certificate by attending at least 80% of sessions and passing the practical coaching evaluation.
Apply core frameworks directly to current team projects between sessions, for immediate on-the-job impact.
Access tailored one-on-one coaching and mentor feedback sessions as an add-on for individual development.
The Leader as a Coach program develops leadership capability across three levels: leading self, leading teams, and leading the business. Leaders learn to stay composed during high-stress situations, invite ideas rather than issue instructions, and delegate with confidence, reducing the volume of decisions that queue at their desk. When leaders combine coaching skills with their domain expertise, the organization feels the difference:
Develop leaders who stay clear-headed and focused when priorities shift and pressure rises.
Cultivate the trust and mutual accountability that let people make decisions without escalating every call upward.
Build team environments where people collaborate openly and feel safe to surface small issues before they become expensive ones.
Prepare leaders to ask better questions, work through complex business challenges, and guide the organization forward with purpose.
A leading private bank with over 7,000 employees partnered with Coacharya to align 30 high-potential leaders with the company’s core behavioral benchmarks. The bank needed these emerging executives to move beyond traditional management and drive long-term business strategy.
Coacharya delivered a three-phase leadership development path. The structure combined a custom 360-degree assessment, practical coaching workshops, group coaching cohorts, and individual coaching sessions focused on real workplace conversations.
Participants developed deep self-awareness and learned to handle difficult performance discussions with clarity. A post-program 360 evaluation confirmed measurable improvements in leadership behavior and team alignment across the organization.
Connect with our team to discuss your organizational goals, request a proposal, or design a customized cohort for your leaders.
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