Invest in and Empower Your Leaders
Leaders are demanding help to increase self-awareness, expand empathy, and improve interpersonal relationships. To build their skills, to reflect on what they’re learning, and to inspire and engage others. You owe it to your leaders to help them become their boldest, biggest, brightest selves. You owe them a coach.
One-to One, One-to Many, One-to-All
According to Gallup research, as much as 70% of the difference in employee engagement across teams comes down to their leaders. Leaders aren’t just managers—they are role models, culture shapers, and performance multipliers. Whether leading from the front or quietly empowering from behind, your people managers are carrying the weight of inspiration, instruction, and impact. The question is: how are you taking care of them—giving them the coaching, training, and development they need to succeed?
At WorkJoy, we reimagine leadership development as a three-pronged, overlapping strategy that builds leaders at every level and strengthens the entire talent lifecycle:
- One-to-one: personalized executive and leadership coaching that helps leaders navigate challenges, unlock their potential, and elevate their own problem-solving capacity.
- One-to-many: group training, team coaching, and offsite facilitation that upskill leaders, deepen collaboration, and introduce practical tools and tactics they can use immediately.
- One-to-all: organization-wide leadership and talent development advisory that strengthens recruiting, succession planning, performance management, and future-ready leadership pipelines.
This holistic approach ensures your investment in leadership isn’t a one-off program, but a sustainable strategy that fuels engagement, retention, and business performance.
The WorkJoy Advantage
We are uniquely equipped to be your leadership investment partner:
- Experienced leaders – we’ve been on the receiving end of coaching and training, so we know what resonates and what falls flat.
- Program architects – we’ve built leadership development functions from the ground up and understand what sticks.
- HR and People experts – we align leadership initiatives with broader talent, engagement, and business strategies.
- Integrators – we build on your existing tools (assessments, 360s, training content) while bringing our own proven methods.
- Educators – we’ve taught emerging leaders in business schools, translating complex ideas into practical skills.
- Full-spectrum partners – from strategic advisory to hands-on delivery, we cover program design, coaching, facilitation, and training.
Upskill Your Leaders through Learning Programs
Training harnesses the growth mindset, igniting that passion for learning, stretching ourselves, and striving for deeper and broader knowledge. Which means training must be RAW – relevant, applicable, and wowza (yes, that’s a technical term).
Relevant – there’s a strong why anchoring the training, clear links to organizational, functional, department, team, and personal aspirations. Applicable – concepts are digestible, tools can be personalized, and benefits of real-world experimentation are apparent. Wowza – the content delights the eye, the facilitator matches energy and style to the audience, the environment (live or virtual) supports optimal learning, and there’s lots of interaction.
WorkJoy will co-create learning programs for your leaders that address skills gaps, align with competencies and organizational values, and inspire meaning and purpose.
Examples of WorkJoy’s RAW training include:
- Multi-part management fundamentals training designed to shift mindsets from administrator/supervisor to “builder of meaningful connection”
- Multi-month virtual leadership skill-building program that sparks conversations about psychological safety, situational leadership, and mentoring
- Workshops for people managers at all levels on personalizing engagement through stay conversations – using a simple and memorable 2×2 framework
- Leading from the middle – content designed for directors + VPs who must manage up, down, and across (a super challenging role in most organizations)
- Emotional intelligence skill-building leveraging self- and social-awareness tools like DiSC, True Colors, and CliftonStrengths
- Embracing productive and constructive conflict – leveraging the Thomas-Kilmann Conflict Mode Instrument
Say goodbye to overcooked training that doesn’t capture hearts and minds. It’s time to get RAW with WorkJoy.
Reinforce Those Skills through Coaching
Targeted Coaching
Targeted coaching goes deep into specific identified growth opportunities (from a 360 assessment, performance review, development plan, or personal goal) while keeping leaders connected with their larger, longer-term professional aspirations. Targeted coaching supplements and complements other skill-building efforts, personalizing the learning and increasing the accountability for demonstrated behavior shifts.
Transitional Coaching
Leaders face many transitions on their professional journeys as they expand and elevate their roles. What helped your leaders achieve their present success must be supplemented to ensure future success. Transitional coaching uplevels leaders, increasing their capacity to contribute strategically and operationally and enabling critical capabilities for awaiting adventures.
Transitional coaching may be combined with targeted coaching to address current specific development opportunities, skills gaps, or behavior shifts.
Coaching yields results.
The ROI from leadership coaching includes:
- Demonstrated shifts in defined focus behaviors, benefiting the team and organization
- Progress toward and ownership of personal and professional goals
- Increased self-awareness, self-reliance and self-confidence
- Stronger alignment with required competencies in new/expanded roles
- Smoother onboarding supported by SMART goal plans
- Accountability for continued capacity-building and skill development
Co-create with WorkJoy the best goal-guided coaching programs (3-, 4-, or 6-months) for your leaders, conducted via Zoom or telephone by highly experienced professionals.
Programs may include assessments to focus development goals and/or feedback gathered through stakeholder interviews.
Programs may also include development planning advisory for managers of coaching clients to support continued growth and alignment with succession planning, talent reviews, and other talent-related initiatives.
What are you waiting for? Let’s get planning!
