Most great leaders are made, not born. Today’s top-rated organizations offer personalized professional development programs, allowing green managers, established managers, and executives alike to develop new sets of behaviors instrumental in achieving and leading desired levels of performance.
Strong leadership and a positive culture are two of the most fundamental factors driving an organization’s people development. While strong technical skills often result in a promotion, soft skills transform managers into leaders.
Through 1:1 personalized professional coaching, Talent Insurance helps your high-performers, managers, and executives develop skills around hyper-relevant issues like handling difficult conversations, leading knowledge workers, and mastering the art of negotiation.
End-to-End Integrated Leadership Development Platform
Diverse Network of Certified Professional Coaches
People Analytics Dashboard with ROI Tracking
Fixed Monthly Rate with Annual Rollover
Improved Organizational Wellbeing & Performance
A Personalized Leadership Development Plan
54% Improvement in Leadership & Empowerment Skills
63% Improvement in Ability to set SMART Goals
73% Improvement in Communication Skills
39% Improvement in Building Trust
Your people stay, or we pay!
Any employee with a completed program is insured against voluntary resignation
I enjoyed learning from my coach's experience and perspective on goal setting and change. We appreciate and value our partnership with LeggUP!
Elizabeth Stork
CHRO, Barton Health
"The LeggUP platform is very easy to use, the assessment process was very insightful and it is easy to customize the program to fit each team member's needs."
Andie Gordman
Director of HR HUB International
"We started this program to reduce burnout and retain executive directors, and no one has left! They are all still here and are still engaged...We are looking to expand LeggUP into other positions and grow the program across all our entities."
Corky Curtis
Learning & Development Director MBK Real Estate
"I am a believer in this...it contributes to the culture because people feel like the organizations are making investments in them and I feel like it’s something that does hold people accountable."
Tim Harrison
VP Corporate Partnerships Phoenix Children's Hospital
LeggUP is an outstanding tool to deliver real results for coaching at all levels in the company. We piloted it in 2021 for high potentials and high-performers and it truly helped propel their careers. We have continued with this program for 2022 and people were thrilled to be selected to participate. I highly recommend this program to anyone looking for a way to retain top talent!
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Julie Brown
VP Global HR, Doble Engineering
With their Career Pulse Assessment insights in hand, green managers can tailor their coaching programs by focusing on development topics that either boost their strengths, develop their weaknesses, or both! With the help of their very own professional coach, your new managers will feel supported, and in turn, will develop the proper skills, habits, and behaviors to make a successful transition from “peer” to “boss.”
Middle Managers, often called the forgotten-middle, are feeling the squeeze as they balance their careers and personal lives with no meaningful people development tools readily available for them. Talent Insurance, however, makes ongoing skill development with personalized programming an on-demand resource!
Leadership growth through one-on-one professional coaching is one of the strongest drivers for business performance. Capable of upleveling new executives and maturing experienced execs, Talent Insurance allows your entire C-Suite to match with the coach best suited for them rather than calling on one coach for the suite.
Today’s thriving organizations have one thing in common— they prioritize the development of soft skills just as much as technical skills. With LeggUP’s Talent Insurance, your leaders will have a personalized, on-demand resource for developing 12 dimensions of Wellbeing and Productivity. Our Productivity Dimensions, often the focus of leadership coaching, help your people develop the skills, habits, and behaviors instrumental in achieving and leading desired levels of performance.
In today’s VUCA world (volatile, uncertain, complex, and ambiguous), leadership requires an innovative approach and skillset. Decisions are reached through collaboration and the leader is managing knowledge workers rather than directing them. Successful leaders are those who set clear goals and expectations and give their people the resources, support, and empowerment to complete work on their own. Leaders who motivate, stimulate, identify with, and give personal consideration to their employees see positive outcomes such as enhanced productivity and increased employee satisfaction.
Servant Leadership
Leading Knowledge Workers
Authentic Mentoring
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The key to creating trust, partnership, and mutual success amongst leaders and their teams is developing powerful and effective conversational rules. The basis of such communication is the ability to actively listen and demonstrate openness, curiosity, and genuine interest in others’ viewpoints in order to influence and gain buy-in when needed. Effective communication is also the precursor to other organizational outcomes such as performance and employee engagement.
Difficult Conversations
Conversational Intelligence
Uncovering Bias
The most critical attribute to building relationships is the ability to build trust, allowing for positive work outcomes such as teamwork, conflict management, and confidence-building. Participating in developmental relationships, such as coaching, is a proven way to improve skills on the job while building a trusting relationship. By emphasizing the elements of trust and how to build trusting relationships, members can find themselves with a greater support network, have more satisfying relationships, and promote positive work outcomes.
Conflict Resolution
Building Authentic Relationships
Psychological Safety
Setting clear goals, prioritizing action steps, maintaining focus, and making sound decisions that reflect one’s core values are paramount to achieving success. Goal setting and goal getting leads not only to achievement of the task at hand but increased self-efficacy for future, more challenging tasks, thus enhancing individual ability and organizational productivity.
SMART Goals
SOAR Analysis
Design Thinking
Emotions impact our thinking and decision-making and ultimately, our behavior. While we may not be able to stop an emotion from arising, we can learn to stop the automatic behavior that often follows. The ability to step back and pause before responding not only allows for a more balanced response to one’s environment, but it can also prevent individuals from getting caught in the downward spiral of stress responses.
Emotional Triggers
Mastering Negotiation
Empathy
An important prerequisite for growth and change is the so-called growth mindset. People with a growth mindset believe that individuals are not born with a set level of ability; rather, skills can be developed and achieved through one’s own effort. This belief in one’s ability to succeed, known as self-efficacy, is an indicator for all kinds of achievement, including professional development. Self-efficacy also predicts performance across all job types.
Self-Awareness
Rewiring Habits
Diversity, Equity, & Inclusion
After 3-4 months of Talent Insurance, our members see up to a:
Improvement in Leadership Skills
Improvement in Avoiding Burnout
Improvement in Job Satisfaction
Improvement in Retention
NPS (Net Promoter Score)
Average Coach Rating
Japanese for “the good work,” Yoi Shigoti is MBK’s philosophy, symbolizing their commitment to the pursuit of good when it comes to caring for their residents. As a result, MBK’s rehospitalization rates are significantly lower than the national average.
But after averaging 7 COVID-19 protocol changes per 30 days, the leadership team was feeling burnt out, with many requesting extended stress leaves.
Looking for a truly effective solution, MBK offered Talent Insurance to their Executive Director team. After their first year, MBK’s annual turnover rate decreased from 44% to just 15% and 0 stress leaves!
Strong, well-respected leaders are a key pull factor in attracting and retaining the best talent. LeggUP’s approach improves communication skills, builds trust, and implements a culture of learning (rather than telling) between managers and team members. As a result, direct reports and colleagues who frequently interact with the coachee will feel a sense of accountability and ownership over their projects and recognize their contribution to the organization. And when our people feel heard, valued, and respected by their managers, turnover diminishes.
Clear communication of the organization’s vision and goals is vital to ensure all employees are aligned and working towards common outcomes. Rather than focusing on developing hard skills, LeggUP’s science-backed approach helps individuals develop soft skills, or sets of behaviors instrumental in achieving desired levels of performance like empowering communication, mastering focus, and authentic mentoring.
Leaders who are approachable, authentic, and proactively engage with employees of all levels are more likely to engender trust. LeggUP’s approach helps organizational leaders set a positive example for their teams by effectively balancing work and leisure while maintaining positive relationships with colleagues, managing workplace-related stress, the safety of the workplace environment, and the climate of the worksite.
No one in HR likes to waste money or resources! If, for any reason, your organization has unused coaching sessions at the end of your development program, you have one of two options. You may rollover the credits as part of your renewal contract or donate any unused sessions to the non-profit of your choice!
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We asked CEOs and HR leaders for their best advice on how to improve emotional health on an individual and/or organizational level. From practicing meditation to supporting the growth of your team, here are their top 11 suggestions.
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Areas for growth and opportunities for development are crucial to retaining happy employees. Learn how you can provide growth and learning opportunities here!
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The power of recognition in the workplace can’t be understated. Learn why a culture of recognition is crucial for employees and how to build one.
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