Future Leadership’s Coaching & Transition Programs at a Values-Based Australian Bank Reflect Consistent, Measurable Improvements in Leadership Capabilities
The Brief
A values-based bank in Australia sought to embed its newly developed Leadership Capability Framework within the organisation.
The framework was designed to build a common language around leadership and define what makes a leader within the bank. Following its creation, the bank needed a method to ensure these leadership capabilities were integrated into daily practices rather than remaining as abstract concepts.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
Future Leadership recommended and implemented a program comprising Coaching Circles as a way of embedding the leadership capabilities and making them part of everyday dialogue.
These Coaching Circles were a series of small group sessions that provided an opportunity for leaders within the bank to connect, learn, and develop together. The Circles were structured to focus on various leadership capabilities and their application in real-world scenarios.
The Circles were designed as follows:
- Circle 1: Focused on two leadership capabilities related to “Believe” and related best practices, such as the role of the leader and leader mindset.
- Circle 2: Focused on learning application and reflection.
- Circle 3: Focused on the next two leadership capabilities related to “Know” and related best practices, such as creating a culture of feedback.
- Circle 4: Focused on learning application and reflection.
- Circle 5: Focused on the final two leadership capabilities related to “Do” and related best practices, such as influencing, networking, and strategy/purpose.
The Circles fostered peer connections and collaboration across the organisation, with managers nominating participants who would benefit from the program. The program’s success led to subsequent cohorts being quickly subscribed to as word of its effectiveness spread.
Future Leadership's Average Participant Indices Across Coaching & Transition Clients
43% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
27% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
29% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
32% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
Participants reported significant increases from baseline to post-program:
- Uplift in self-awareness: 17%
- Uplift in motivation to develop: 15%
- Uplift in confidence: 24%
- Uplift in role clarity: 20%
Managers observed shifts in their team members, noting greater self-awareness, a willingness to face difficult conversations with purpose, and an increased consultative and engaging approach to teamwork. The program not only embedded the leadership capabilities within the organisation but also fostered a culture of continuous learning and development.
Participant Testimonials:
“Greater self-awareness and a willingness to face into difficult conversations with purpose.”
“More thoughtful of their ability to assist in change.”
“Has become more consultative and engaging with the team. Seeks out opinions.”
