1. Moving from operational to strategic influence

Even highly capable HR professionals sometimes lack the presence, language, or positioning to consistently engage leaders as strategic partners.

2. Demonstrating HR’s value in business terms

HR insights are often strong—but not always communicated in a way that clearly connects to business priorities during coaching or advisory conversations.

3. Coaching that defaults to solutions instead of insight

HR leaders frequently solve problems quickly, but strategic coaching requires slowing down, asking better questions, and enabling leaders’ own thinking.

4. The need for structured, repeatable method for coaching leaders

Many HR professionals lack a clear framework for understanding a leader’s real need, preparing for the conversation, and translating outcomes into action.

5. Limited opportunities to practice coaching in real contexts

HR leaders need real-world coaching experience—where confidence, presence, and credibility are truly built.

1. Strategic HR Presence

Participants learn to show up as strategic partners, speak with authority, and facilitate high-value conversations.

2. Leader Needs Diagnosis

How to analyze context, uncover leader pain points, and ask diagnostic questions that reveal deeper needs.

3. Designing a Strategic Coaching Plan

A practical framework to research the leader’s situation, prepare goals, shape an insight-driven question sequence, and invite the leader to a coaching session.

4. Conducting an Effective Strategic Coaching Conversation

Skills in reframing, insight-building, navigating emotion, managing resistance, and connecting leadership challenges to organizational implications.

5. Translating Coaching Outcomes Into Business Value

Techniques to run a value-alignment conversation and articulate impact through a business lens.

6. Real-World Influence & Follow-Through

Practice inviting leaders into coaching, running the session, and offering insight-driven follow-up recommendations.

7. Building a Repeatable Strategic Coaching Practice

Participants leave with templates, scripts, a strategic coaching case, and a 30-day integration plan.

Every participant completes a real strategic coaching engagement with one leader.

Step 1 — Brainstorm & Select a Real Leader Situation

Identify moments where leaders need coaching: growth, conflict, transitions, performance, strategic clarity, etc.

Step 2 — Build Your Strategic Coaching Plan

Research your leader’s needs, context, and business priorities.

Step 3 — Invite Your Leader Into a Coaching Session

Use evidence-based scripts and influence techniques to secure buy-in.

Step 4 — Conduct the Coaching Conversation

Run a high-value, insight-based session using the course framework.

Step 5 — Align Coaching Outcomes With Business Value

Check in with your leader and connect insights to organizational priorities.

Final Output:

A documented coaching case that demonstrates strategic HR capability.

This program is practical, applied, and built around one real coaching case from your workplace—no role-plays, no theory overload. You’ll practice presence, questioning, reframing, and influence in real leader conversations, guided by an internationally recognized HR thought leader. The pilot cohort is intentionally affordable to make this experience accessible before scaling.

By the end, you will have the confidence and capability to coach leaders strategically, a repeatable step-by-step coaching framework, and a full set of templates and scripts you can use immediately. Most importantly, you’ll leave with a completed coaching case and a clear demonstration of measurable business impact, strengthening your credibility as a strategic HR partner.