Client need
A leading global media company, serving audiences in 170+ countries, had built its reputation on delivering high-quality content through a vast network of regional operations. With over 20,000 employees, its business relied on leaders at every level making fast, effective decisions in their markets while staying aligned to global strategy.
The company saw an opportunity to better support new leaders joining the organization globally and seasoned leaders seeking additional development opportunities, focusing on those responsible for bringing strategy to life every day.
To bridge that gap, the company set out to pilot a scalable leadership coaching program focused on:
- Building six leadership capabilities critical to business success
- Creating consistency across regions while respecting cultural and language nuance
- Measuring progress at individual, regional, and organizational levels
- Enabling development that lasts beyond the coaching engagement
The goal: strengthen alignment and elevate leadership impact across North America, Europe, the Middle East, Africa, and the Asia–Pacific region.
Solution
The challenge wasn’t just delivering coaching, it was creating a leadership development system that could work across continents, prove its impact, and adapt to local realities without diluting global priorities.
The company partnered with Sounding Board, a BTS company, to design a pilot that blended human expertise with scaled, tech-enabled insight to meet four imperatives:
- Activating frontline and mid-level leadership – Focused on people leaders who directly shape day-to-day execution and culture.
- Building the capabilities that matter – Six leadership behaviors rooted in the company’s unique culture, values, and strategic operating principles, ensuring development was relevant to how leaders drive success within the organization.
- Ensuring quality at scale – AI-driven matching connected each leader to a coach with relevant industry, regional, and cultural experience.
- Making growth measurable and sustainable – Biweekly coaching reinforced through a digital platform for goal tracking, reflection, and feedback, plus structured manager check-ins to keep progress aligned to business needs.
Scaled coaching gave the company a consistent platform and approach to leadership development, developing leaders in every region to the same leadership expectations and behaviors. Real-time insights surfaced trends in behavior change, engagement, and alignment early enough to adjust the program midstream. The data struck the right balance between consistency and cultural relevance, showing where local adaptations strengthened leadership and where global priorities needed to hold firm.
Results
By the end of the program, leaders across continents were working from the same playbook, speaking a shared leadership language, and working in ways that respected local context and in alignment to how they wanted leaders to show up in the organization. Managers noticed stronger alignment with their direct reports, leaders felt more confident in their roles, and the data showed tangible shifts in the behaviors tied to business success.
Impact at a glance:
- 84% completion rate demonstrated sustained engagement.
- 92% of coachees advanced their development goals, with nearly as many showing measurable improvement in targeted leadership behaviors.
- 84% of coachees and 64% of managers reported stronger alignment in how they approached priorities and collaboration.
- 76% of leaders progressed toward broader career goals, signaling a stronger leadership pipeline.
- 87% satisfaction rate with coaching, reinforced by a 95% coach match success rate.
- 30% of coachees reported increased job satisfaction—critical in a competitive talent market.
What’s next:
The company expanded coaching to 50+ additional team leaders and began planning its rollout to mid-level managers worldwide, confident they have a model that delivers measurable growth, alignment, and cultural agility at scale.
Testimonials
“I have seen [my report] take it to another, more strategic level, particularly as she engages with her senior stakeholder. She spent time reflecting on what she wanted to get out of their first meeting, how to present herself as his new partner, what kind of questions would solicit the most meaningful responses etc.” — Senior Manager
“[My report] increased her capacity to appreciate the views of others and to work to develop them. She expanded her horizons to think outside of her comfort zones and to draw out some fine work from others. She showed improved capacity to help others develop their own ideas, rather than imposing her own on them.” — Senior Manager
“[Coaching] has helped me have a better understanding of where I enjoy working and developing most so I can continue to do so.” — Coachee
