Cooper Consulting Group
Leardership isn't just a title.
It's a practice.
Our 6-month executive coaching engagement partners high-potential leaders with certified coaches to drive lasting, measurable behavioral change.
OUR COACHES
Board-Certified. Field-Proven.
Every CCG coach brings board-level certification and deep expertise in organizational leadership — because the quality of your coach determines the quality of your growth.
• Board Certified Coach (BCC) — Center of Counseling & Education
• Associate Certified Coach (ACC) — International Coaching Federation
• Master's, PhD, or EdD in Organizational or Global Leadership
• Center for Creative Leadership (CCL) Benchmarked Methodology
THE ENGAGEMENT
A structured path to sustained leadership growth.
Our 6-month coaching model is built around a consistent, confidential relationship between leader and coach — with structured checkpoints that keep your organization aligned every step of the way.
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● Bi-Weekly Virtual Sessions Up to two hours per month across six months — twelve hours total — scheduled at a consistent cadence that fits your leadership rhythm. |
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● Alignment Call Before the first session, your coach, leader, line manager, and HR business partner align on the purpose and expectations of the engagement. |
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● Professional Development Plan After CPI 260 insights and manager feedback, the leader builds a measurable Development Plan with clearly defined objectives and timelines. |
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● Monthly Progress Updates A confidential written summary is shared with the leader's manager and HR partner each month — keeping executives informed while protecting the coaching relationship. |
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● 4-Month Progress Check A mid-engagement call with the leader, manager, and HR partner to assess Development Plan progress and realign on next steps. |
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● Wrap-Up & Sustainability Call After the final session, all key stakeholders come together to celebrate outcomes and confirm behavioral changes are embedded for the long term. |
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THE ASSESSMENT
Understanding yourself is where leadership begins.
Every engagement leverages the CPI 260® — a research-backed leadership assessment benchmarked against Center for Creative Leadership (CCL) data. It gives leaders a clear, honest picture of how they show up and where they can grow.
Two reports emerge from the CPI 260: a Feedback Report and a Client Coaching Report. Together, they form the foundation of the leader's Professional Development Plan.
The Five Dimensions the CPI 260 Measures:
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Dealing with Others |
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Self-Management |
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Motivations & Thinking Style |
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Personal Characteristics |
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Work-Related Measures |
MONTH BY MONTH
Six months. One leader transformed.
Our coaching journey follows a proven arc — from foundation-building and self-discovery to active development and lasting change.
Month 1 Foundation & Discovery
The alignment call brings the leader, coach, manager, and HR partner together to establish shared expectations. The CPI 260 is deployed, and the coach and leader build the foundation for their working relationship — clarifying the engagement's purpose and parameters.
Month 2 Development Plan Creation
The coach guides the leader in interpreting CPI 260 results alongside stakeholder feedback. Together they craft a Professional Development Plan with specific, measurable objectives — then present it to the manager and HR partner for alignment and approval.
Months 3–5 Active Growth & Implementation
Leader and coach focus on implementing the Development Plan, with ongoing adjustments informed by feedback from key stakeholders. A formal Progress Check at month four ensures behavioral shifts are visible and on track.
Month 6 Celebration & Sustainability
The final month is about embedding change for good. The coach equips the leader with a sustainability plan for continued growth, and the engagement closes with a wrap-up call — celebrating outcomes and setting clear responsibilities for everyone moving forward.
WHAT WE EXPLORE
Coaching themes are as unique as the leader.
Themes are identified during the initial alignment meeting with the leader's management team. Common areas of focus include:
Leading Effectively · Leading Through Change · Managing Conflict · Working with Difficult People · Self-Awareness · Emotional Intelligence (EQ) · Executive Presence · Communicating Effectively · Employee Relations · Empathy & Interpersonal Skills · Self-Management · Professionalism in the Workplace · Navigating Turbulent Change
