STAR® Leadership Coaching
Complement your STAR® Training Program with a personal STAR® Leadership Coaching program to establish an Operational Coaching™ culture.
As Bruce Lee once taught us, knowledge will give you power, but character will give you respect.
Hire Your Personal STAR® Leadership Coach Today
Choose from one of the following STAR® Leadership Coaching Programs
and enable leaders and managers to be authentic operational coaches.
Coaching Packages
Unlock your potential by enhancing self-awareness, the cornerstone of understanding your triggers, connecting with others, and refining your approach to challenging situations. Our certified coaches are here to support you in overcoming personal challenges, fears, and obstacles, empowering you to lead authentically.
Individual STAR® coaching
1 person
$250 / month
*billed annually
*one session / month
*live online
- Personalized guidance
- Increase effective communication
- Guiding teams through organizational changes
- Optimize conflict resolution
- Balanced time management
- Retaining skilled employees
- Sustained motivation and engagement
- Managing work-life balance
- Improve team performance
- Handling unexpected challenges or emergencies
- Developing strategic thinking
- Custom leadership topics
Team STAR® coaching
2-12 persons
$199 / person
*billed annually
*one session / month / person
*live online
- Personalized guidance
- Increase effective communication
- Guiding teams through organizational changes
- Optimize conflict resolution
- Balanced time management
- Retaining skilled employees
- Sustained motivation and engagement
- Managing work-life balance
- Improve team performance
- Handling unexpected challenges or emergencies
- Developing strategic thinking
- Custom leadership topics
- Access to course chat
- Invitation to your private STAR® community group
Most popular choice
Enterprise STAR® coaching
25+ persons
Contact sales
for price
*billed annually
- Personalized guidance
- Increase effective communication
- Guiding teams through organizational changes
- Optimize conflict resolution
- Balanced time management
- Retaining skilled employees
- Sustained motivation and engagement
- Managing work-life balance
- Improve team performance
- Handling unexpected challenges or emergencies
- Developing strategic thinking
- Custom leadership topics
- Access to course chat
- Invitation to your private STAR® community group
Got Questions?
Jump on a spontaneous Zoom call with our experts for instant answers.
If you prefer a deeper dive, book one of our focused virtual coaching sessions – available whenever you need them.
Frequently Asked Questions
Contact us if you can’t find your question answered. We’re happy to help you. Always!
The STAR® Leadership Coaching Program complements the STAR® Coach and the STAR® Manager certification training Programs. While applying your learnings from the training course that you took, you benefit from the real-world experience of your personal leadership coach to ensure the success of your efforts.
The coaching program is for all leaders and managers. It is a conscious process of:
- Continuously improving an inquiry-led leadership style
- Developing intentional enablement and empowerment of your team
- Evolving a leadership style which allows for more leading and coaching, and less doing and managing
- Developing Operational Coaching™ talents and competencies within yourself and your team members.
The constant application of “coaching-related behaviors” is the magic combination needed to really unlock this new leadership capability. While the STAR® certification training lays a solid foundation for this new leadership style, the STAR® Leadership Coaching Program secures the successful application of this capability.
The STAR® certification training has its own set of benefits. Expect the following additional benefits to happen:
- Enhanced performance of your leaders and managers
- Increased enablement and empowerment of yourself and your team
- Fresh perspectives from someone who has been in your shoes
- Higher employee engagement and retention rates
- Increased levels of confidence while you become a more effective leader and coach
- Higher job and life satisfaction as you become more efficient with your time by more leading and less doing
Coaching Culture
In spite of high awareness of coaching and wide usage it has yet to have the transformational impact it is capable of in most organizations. Our research shows that this is because coaching interventions typically only reach the top 5% of organizations. The STAR® Leadership Coaching provides organizations with their first chance to deliver large-scale, transformational behavioral change and a significant Return On Investment, or ROI.
Leadership Development
The STAR® Leadership Coaching Program gives Leaders skills and tools to intentionally enable and develop their teams by supplementing in-the-moment coaching conversations with more planned, developmental interventions. The coaching culture that the program can embed facilitates succession planning, as comes easy in companies with a coaching culture. With employees learning and growing, a company is creating a leadership pipeline.
Engagement
A recent survey has shown that 60% of employees rate themselves as highly engaged in organizations with strong coaching cultures, as opposed to 48% in organizations without. The STAR® Leadership Coaching Program can help leaders and managers across your organization use more of a coaching approach to management that helps employees accept ownership of their work and learn personal accountability, which gets them more engaged in their performance and career. As they spend more time coaching rather than ‘managing’ they see that this eases the burden on them as leaders and as managers don’t need to directly supervise their staff as they continue to develop skills for success and perform at levels that are meeting and even exceeding expectations.
Leadership Development
Research shows that up to one third of employees leave their jobs due to a poor relationship with their leader or manager. Organizations can’t afford the loss of skilled, talented staff, nor the costs that recruitment and re-training involve. The STAR® Leadership Coaching Program can equip your leaders and managers with the skills to change their leadership style to use a more enquiry-led approach that has been demonstrated to engage and empower team members more, providing them with greater motivation and job satisfaction, and boosting retention rates.
Commercial Performance and Productivity
The skills learned by completing the STAR® Leadership Coaching Program are not just applicable to interacting with team members and peers within your own organization, they can also be used to great effect with clients and suppliers in other organizations. Many teams working in commercial environments have noticed an uplift in their performance from using the techniques taught in the program – winning new business, building rapport and managing relationships, and delivery of higher levels of customer satisfaction.
Continual Learning Environment
In organizational surveys, having the opportunity to continually learn and develop new skills usually ranks positively among employees. Therefore, it is important that individuals and organizations have a growth mindset to support the provision of ongoing learning and development. Having a growth mindset is about the belief that someone can learn and improve supported by the delivery of quality feedback. The STAR® Leadership Coaching Program supports the development of a growth mindset by giving leaders and managers the skills to develop more of a coaching style of management, which includes regularly providing both appreciative and developmental feedback to team members.
Developing an Agile Culture
Many organizations understand the benefits that working with greater agility can bring. Becoming more agile is often a change to the culture of an organization and the STAR® Leadership Coaching Program can be used to support this change and introduce managers and leaders to a more agile, enquiry-led approach to management and leadership.
Challenging Conversations
Managers often shy away from difficult conversations with their team members, or handle them badly, creating more resentment and disengagement. The STAR® Leadership Coaching Program can help managers unpick some of the underlying assumptions about both their own and their team members’ behavior and help them prepare for challenging conversations that have a much more successful outcome.
Continuous Performance Management and Performance Reviews
Annual performance reviews have been traditionally used to measure and manage employee performance, but more and more organizations are finding them of little value. Rather than waiting for the performance review cycle to come around, leaders and managers need to check in with their team members much more frequently and provide performance feedback in-the-moment. Our STAR® Leadership Coaching Program gives leaders and managers the skills and the confidence to change their day-to-day approach to management to more of an enquiry-led approach that can drive staff engagement and performance improvement.
Change Management
Where large-scale cultural changes have been most successful, there has been a highly visible senior sponsor endorsing the program and role modelling the behaviors. The flexible and scalable nature of the STAR® Leadership Coaching Program enables you to roll-out training in coaching-style behaviors to all leaders within your organization to support and sustain organizational change.
The STAR® Leadership Coaching Program is for anyone who has a leadership and (line) management responsibility for others. It’s been proven to work across all industry sectors and for all levels of management. Below we have shared some examples for different management levels, industry sectors and types of issues it supports.
Strategic Leaders
Changing the culture of an organization starts at the very top. By working through the STAR® Leadership Coaching Program, senior leaders will role-model an ‘enquiry-led approach’ and, by doing so, will increase the engagement and productivity of the core group of senior managers, and customers or clients, that they interact with on a daily basis. Asking powerful questions at this level can have a huge impact by driving overall performance and creating an organizational growth mindset.
Senior Executives
The STAR® Leadership Coaching Program has delivered transformative results amongst senior managers who are used, and perhaps expected, to operate in a directive way. They make those who report to them responsible for carrying out tasks, but do not empower them and give them accountability for delivering outcomes. The program makes this level of management more self-aware, enables them to stop their habitual behaviors and to introduce a more “enquiry-led approach”. In turn, when they see their direct reports step up and engage more, they become freer to add more value to the organization by leading change and driving increased performance.
High-Potential Managers
The “rockstar” of any organization still need STAR®. Their natural ability, charisma, gravitas and drive will be supplemented with improved operational and developmental coaching and management skills, enabling them to unlock even more potential in themselves and those they interact with.
Mid-Level Managers
Imagine the performance improvement that would take place in your organization if your middle management tier took more of a coaching approach to management. The STAR® Leadership Coaching Program is interspersed with workplace-based “Missions” that will reap immediate rewards in terms of greater team engagement and performance.
First-Line Managers, Supervisors, and Team Leaders
Those who have just received their first managerial promotion are frequently very capable “doers” who have shown promising supervisory and team leadership skills. The STAR® Leadership Coaching Program is ideal to give new Managers the skills and confidence to delegate to, engage and empower their team so that they can re-focus their efforts away from “doing” towards “leading” and “coaching” by using more of a coaching approach to management.
Apprentices and New Graduates
For many embarking on an apprenticeship or graduate program within an organization, this is their first experience of working in a professional team. Bright, driven they often lack the skills and experience in managerial situations. The STAR® Leadership Coaching Program will give apprentices and new graduates the skills and confidence to ask more experienced team members insightful questions, to work collaboratively and learn to support and add value by developing these key skills alongside developing their technical knowledge.
The short answer to this question is “Yes“!
In a short amount of time, you learn all the techniques and concepts that you need to reap the benefits of the STAR® Leadership Coaching Program. Therefore, consider the certification training the foundation of the building blocks of your new leadership style. As Gordon B. Hinckley once stated: “You can’t have a great building on a weak foundation. You must have a solid foundation if you’re going to have a strong superstructure.”
You can choose from several certification training options:
- STAR® Coach and STAR® Manager are 100% online certification training courses. You learn at your own pace while under the watchful guidance of experts who monitor your progress, reflect on your learnings, and assess your results.
- STAR® Coach Practitioner and STAR® Manager Practitioner are in-person certification training courses. Classes are conducted live online, onsite at your location, or at a luxury resort location.
STAR® Coach Program and the STAR® Coach Practitioner Program
During the STAR® Coach and STAR® Coach Practitioner Program you’ll learn:
- About the different ‘helping styles’, where coaching fits and why it works
- Why asking questions delivers better, longer-term results than telling or advising
- About Notion’s STAR Coaching Model®
- How to use triggers to stop your habitual responses to situations
- How to ask more insightful and powerful questions
- How to listen actively, and intuitively
- How to gain commitment from others and to follow-up on the actions they agree
STAR® Manager Program and the STAR® Manager Practitioner Program
The STAR® Manager and STAR® Manager Practitioner Program includes all the topics of the STAR® Coach and STAR® Coach Practitioner Program. You’ll also learn:
- How to empower and enable your direct reports to step-up
- About the importance of beliefs and values in affecting behavior
- How to deliver more effective feedback
- How to take the challenge out of challenging conversations
- How to use a coaching approach to set goals and structure developmental conversations
- How to manage 1:1s with team members to ensure that positive progress is being made
The STAR® Leadership Coaching Program’s growth areas are:
- Self-Awareness – learn to see yourself through another lens
- Communication Style – practice an inquiry-led style of leadership
- Listening Skills – practice active listening and seize the coachable moments
- Self-Regulation – stop impulsive behaviors and listen to yourself before acting
- Growth Mindset – learn to be open to a new leadership style to achieve behavioral change
- Empathy – nobody cares about what you know until they know how much you care through your coachable moments
- Enablement and Empowerment – learn how to improve team performance and increase retention rates along the way
- Role Modeling and Executive Presence – practice Operational Coaching® and stand out with your new leadership style
Become a STAR® Leadership Coach Today
Join our team of motivating STAR® Leadership Coaches
to assist leaders and managers in developing into successful operational coaches.
Interested in becoming a trainer and/or coach?
Join our team of motivating STAR® Leadership Coaches today. And assist leaders in developing into successful operational coaches.
- Add to our knowledge base
- Get valuable, honest feedback
- Build a community
Find Your Perfect Course
Transform your leadership style and spend less time on doing and more time on leading and coaching. Our STAR® Coach and STAR® Manager certification training programs have proven to increase team productivity and employee retention.
Real Results
Success Stories of Leaders and Managers Practicing Powerful Questions
How a learner was able to use questions to turn around a potential project loss, to a project win…
“We were about to lose a big project and I had a conversation with the leader in charge of the team. We could have a rescue meeting with the customer to support the local salesperson, and this wouldn’t suit the leader as he already had visits of his own booked. Normally I would just say “no let’s get a meeting face to face” and ask them to book it in (better chance to rescue the situation). But I wanted the leader to come to this conclusion himself so he had more ownership of it.
What to do instead?
Instead, I asked: “What do you think is the best action to give us the best chance to convince the customer to go with us for the project?” The leader answered: “Going face to face would be better, but I have a day of my own sales calls booked and I am really trying to lead by example for the team, so cancelling them wouldn’t be ideal”
I responded: “Out of your sales calls and this rescue visit, what would have the biggest impact on your overall sales result?” The leader answered: “The visit with one of my members, as the repeat amount is huge”
Then I answered: “Ok, and what would the negative be for you moving or changing your visits” The leader answered: “I would just have to move them, and have slightly less of my own visits this month”
I responded: “OK, what shall we do then?” So the leader visited the customer face to face with the local salesperson, moved his visits and we rescued the project.
I think we would have made that action anyway in the end, and got a similar result, but the way we got there was way more engaging/consultative and supportive.”
Project win $500,000+
Our learner used what they had learned in one of their STAR® missions to resolve this customer complaint.
How a learner was able to use STOP triggers to diffuse a difficult situation, resolve a conflict and deliver a better solution for everyone…
“A customer came into the branch and complained (in an aggressive manner) that our driver was useless and wouldn’t be using the branch again. Before becoming too defensive, I used all of my different triggers to make sure I didn’t become too confrontational and this calmed the situation down, almost immediately. After carefully listening and not interrupting, I asked them if I could discuss it with them further on site, and on their own terms. This gave me further time to make sure I had all the correct information. On further investigation, it was discovered that we couldn’t gain access to the site with the size of our vehicles. We came up with a solution, and going forward we have been supplying the site using our smaller vehicles. Rather than using a defensive reaction I used the STOP triggers to make sure there was a better outcome for all parties.”
Our learner used what they had learned in one of their STAR® missions to resolve this customer complaint.
How a learner was able to use an Enquiry-Led Approach (ELA®) to help a manager in their team to address and resolve problems that were getting in the way of performance and engagement……
“When a manager was complaining about an issue they were having with a direct report, I was able to change the interaction into a coaching conversation. By actively listening, I quickly realized that an Enquiry-Led Approach would likely help them to reflect and see a more positive way forward. The manager was avoiding what they knew they needed to do. By asking effective questions about his perception vs. reality, I was able to get him to focus on the real problems that he needed to address.
At the end of the conversation, they had agreed to move forward two specific actions: setting an improvement plan for the manager with specific targets and target dates agreed, and referring the manager to our Employee Assistance Program (EAP) to support some issues they were having around work-related stress. When I followed up with the manager I found that by systematically working through the improvement plan, as well as offering and providing support, the manager had really improved his engagement and performance. Mistakes started to reduce and the relationship became more open.”
How could you use an Enquiry-Led Approach (ELA®) to help your managers to step up?
How a learner adopted a coaching state to help a team member overcome their limiting beliefs which resulted in revenue generation of over half a million dollar…
“A team member was struggling to work out how to agree new commercials and contracts for a client. I utilized my learnings from the STAR® program to get into a coaching state and asked a series of powerful questions to help explore the areas they were struggling with. This uncovered some limiting beliefs which were holding them back. We talked through their limiting beliefs which resulted in being able to remove these barriers. The outcome – they closed a new contract with the client resulting in increased revenue for the company. Revenue Generation – $500,000+″
Do your team members have limiting beliefs holding them back? Could you benefit from learning how to use a coaching approach to help them overcome them?
How a learner used a powerful question to help a team member secure support from key stakeholders for an important project…
“During a conversation with a team member about a project, I asked a powerful question: ‘You have a stakeholder session coming up, to enable you to move forward with this, who else do you need to speak to and how will having that conversation help you with this project?
This caused them to stop and think about the purpose of the stakeholder discussions and what they wanted to get from them. In doing so, they developed a better understanding of the stakeholders’ expectations BEFORE they went into the group stakeholder meeting and were better prepared to answer the stakeholders’ questions.
Consequently, the stakeholders were able to develop a clearer picture of the project costs versus the benefits and agreed to develop the project in the next fiscal year.
Without my use of powerful questions there would have been a delay in the project work and less support from the stakeholders.”
What powerful question could you ask to help your team members to get the best possible results?
How a learner identified a coachable moment in a meeting that resulted in the faster execution of a project and cost savings of $30,000+…
“I identified a coachable moment during a meeting with a team member. The focus of the meeting was on a project that required planning, preparing, resourcing and budgeting.
I had a positive feeling and my anchor was fully triggered and I stopped and listened to everything that was being said, I then asked some really great questions, for example: ‘This project is a concern, so what is concerning you?’, ‘What might help to speed this up?’, ‘Great idea. How will you do this?’ We then moved on to ‘Result’- which led to clear actions with deadlines being set.
Successes include the project being signed off first time and the budgeted savings being achieved on time and in full, saving $30,000+. The coaching approach also helped develop my team member to do more of this thinking and way of working on future projects with further potential savings.”
What could happen if you used a coaching approach in your meetings?
How a learner was able to increase team engagement and improve results by asking questions rather than telling…
“I struggled at first to get to grips with asking questions rather than telling. It took some time to get the hang of it however I can honestly say the success from this has been huge. Embedding this Operational Coaching® style in my day-to-day job role has really helped the engagement of my staff members. Once I got more comfortable in asking questions you could see the whole dynamics of the team change for the better. I had more engaged staff members and we could see that our results improved.”
Could you improve the dynamics in your team by learning how to ask better questions?
How a learner used questions to improve a process and reduce the amount of time spent on the activity…
“I reviewed and amended a process that reduced the number of hours required to complete a weekly task. I asked open questions to my colleagues who were responsible for creating client trackers, specifically about the benefits they thought they had and how we could improve the collation of the data and the analysis. It was important that nothing was put in risk. As a result, ideas were generated that have led us to automate a report to track things rather than use manual intervention. The savings in our time each week equate to half an FTE. The overall changes to this process has saved us $10,000 per year.
Could your team hold the answers that will help you make your processes more efficient and cost effective?
How a learner used powerful questions to unlock limiting beliefs. This enabled them to gain buy-in and deliver a commercially important reorganization…
“I wanted to integrate one of the departments into the main function that oversees that area of the business. Commercially it made sense but the Team Leader wasn’t keen to move into this department. This, because of their perception of the current team.
By asking questions, we uncovered limiting beliefs that were causing these concerns.
I explored their concerns further and agreed actions. This included them speaking to others within the team to get their views on how they actually worked. Through these actions, the individual discovered that their beliefs were misaligned with the reality of the situation.
As a result, they were happy to move into the new team and went on to proactively put in place an integration plan.“
What beliefs may be stopping change from happening in your organization? And what questions could you ask to find out more?
How a learner used powerful questions to help their team members to identify improvements that resulted in time savings…
“I asked one of my team members a powerful question. This led to them stop for a moment and think after which they identified for themselves an improved method for sharing stakeholder updates. Consequently:
1. ‘Internal customer value’ (ICV) will have a standard template for the teams to use
2. In having this template it will save time for the people sharing stakeholder updates
3. It will also save time for my team in the future when running any ICV sessions across the business”
What benefits could you drive by asking more powerful questions?
What beliefs may be stopping change from happening in your organization? And what questions could you ask to find out more?
How developing feedback skills has been a game-changer in terms of driving engagement and productivity for this learner…
“The feedback module has been incredible! From STAR® Coach I worked on my appreciative feedback. Now I’m using developmental feedback too and it’s working really well. Asking for permission has been such a game-changer, rather than just trying to squeeze it in. Brilliant! The ownership of feedback and ‘I’ statements makes such a difference. And having powerful questions to follow up is really helpful.“
Could you benefit from developing great feedback skills?
How a learner was able to empower their team to take ownership for their work…
“By asking powerful questions and engaging my team members in discussions around decision making, I feel that I’ve started to get to know my team better. I now see them as allies in working towards a more streamlined and effective service.
By empowering my team and unleashing their potential, I have already seen them take more ownership for their work. They also developed into more independent workers, freeing up my time to think strategically rather than always playing catch up.
This has helped my team members to develop personally and professionally. And as a result, the team is happier, more effective and delivers robust and dependable services.”
What could you do to improve ownership in your team?
How a learner was able to spend more time focusing on higher-value work. This was done by helping a project team member become more independent and resourceful…
“A Project Manager brought a potential issue to me which required solving. Instead of solving it for them, I asked them ‘what do you think we could do to solve this?’.
They stopped, thought through the issue and next steps, took ownership of the actions, completed them and then subsequently reported back on the task once completed.
This reinforced to them that they knew what they were doing, which will save us both time going forward. As a Project Team, this allowed me to continue with higher-value work.”
What powerful questions could you ask to bring more clarity to a situation?