This toolkit helps HR, L&D, and business leaders make a strong case for coaching within their organizations. Inside, you'll find tools, data, and templates to assess readiness, address common misconceptions, and communicate the value of coaching in measurable business terms. It includes a readiness checklist, myth vs. fact sheet, a sample request email, and fast facts to support internal presentations—all designed to help you secure buy-in and launch or expand coaching initiatives with confidence.
Resources in this Stream
Blanchard’s 2026 HR / L&D Trends Survey set out to explore how organizations are responding to the shifting forces redefining work.
A practical discussion guide to help HR and L&D leaders turn 2026 trends insights into meaningful dialogue and action.
Learning programs won’t make a difference if participants don’t learn— and apply—their new or improved knowledge and skills.
One big challenge that makes most L & D professionals nervous is having to show the impact of training in a way that makes sense to senior executives in your company.
This year’s survey identifies the ways organizations are being called upon to develop leaders who can inspire, adapt, and thrive amid disruption.
Researchers at Blanchard posed questions about innovation to executives, managers, and individual contributors.
This year’s survey paints a picture of organizations taking experimental steps during a time of accelerated change.
Training won’t make a difference if learners don’t apply their newly acquired knowledge and skills.
Government leaders must have understand what generates work passion, constituent respect, and organizational vitality.
Explore a process for closing the Learning–Doing Gap and providing measurable results.
2:06In creating a leadership development curriculum for clients, we look at the entire life-cycle of a leader to identify and provide the skills that are needed at each stage of development.
Coaching makes a difference in organizations because it addresses key business issues and lets people know what they should do more of or less of to achieve personal and organizational goals.