Coaching

Lead and Coach for Impact: Building a Coaching Culture Across a Global Network

"I am deeply impressed and inspired. Best leadership training I’ve done — and no one is running a close second!"

— David Fisher, Associate Director, LCI Education Network

The Client

LCI Education Network is a global community of higher education institutions with campuses on five continents. As the organization grew and evolved, LCI recognized the need to deepen leadership capabilities across its network, not just through skill development, but by cultivating a shared coaching culture. They wanted leaders who could foster collaboration, navigate change, and support their teams’ growth while aligning with LCI’s evolving strategic priorities.

The Challenge

Building a Coaching Culture in a Time of Change

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Before partnering with us, LCI faced several key leadership challenges:

Developing an internal coaching culture that aligned with new organizational priorities and leadership expectations.

Strengthening peer relationships and equipping managers with practical leadership and feedback tools.

Supporting leaders’ personal growth while navigating significant organizational change across a global network.

LCI needed a leadership development experience that would go beyond theory, one that built trust, collaboration, and coaching capability in a dynamic, change-filled environment.

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The Inbo Approach

A 12-Week Leadership Sprint Grounded in Coaching

We collaborated with LCI to design and deliver Lead and Coach for Impact, a 12-week coaching sprint program structured around six thematic modules. The experience combined strategic leadership development with the practical application of coaching skills, all delivered through highly participatory online sessions.

Our approach included:

Custom Program Design: We structured the program around key leadership themes, self-leadership, impact, change, motivation, performance, and engagement, each building on the last to create a cohesive learning journey

‍Participatory Workshops: Live online sessions every two weeks combined theory, reflection, and hands-on practice. Participants engaged in coaching triads, scenario-based exercises, and real-world leadership challenges.

‍Applied Learning: Between sessions, participants completed pre-work, reflection exercises, and on-the-job experiments to embed learning in their daily leadership practice.

‍Tailored Coaching Model: We developed a coaching framework rooted in trust, feedback, goal-setting, and accountability, empowering leaders to integrate coaching into their daily interactions.

‍Bilingual Delivery: To reflect LCI’s global reach, all programming was delivered in both English and French, ensuring accessibility and inclusion across campuses.

The Results

Leadership Transformation and a Lasting Coaching Culture

The Lead and Coach for Impact program delivered transformative outcomes for LCI’s leadership team:

Deeper Self-Awareness: Leaders gained clarity on their strengths, values, and growth areas, accelerating their personal leadership development.
Stronger Peer Collaboration: Managers built more trusting relationships and improved cross-campus collaboration.
Enhanced Coaching and Feedback Skills: Leaders strengthened their ability to coach, set goals, and support team performance with confidence and care.
Foundation for a Coaching Culture: The program laid the groundwork for a long-term coaching culture at LCI, aligned with organizational strategy and future leadership needs.

Why It Worked

The program’s success stemmed from its integrated, experiential approach, blending individual reflection, real-world application, and peer collaboration in a structure that built momentum over time. By aligning deeply with LCI’s culture and strategic goals, we helped leaders not just learn coaching skills, but embody a coaching mindset, one that continues to shape leadership practices across the organization today.

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Two Days to a Values-Driven Culture : The Trevor Project Culture Canvas Retreat

The Client

The Trevor Project is the world’s largest suicide prevention and mental health organization for LGBTQ young people. With over 25 years of service, their work is critical, heart-driven, and often high-intensity. In 2023, The Trevor Project’s Clinical Operations team was navigating growth, transitions, and shifting leadership, and needed to strengthen alignment around culture, vision, and success.

The Challenge

Creating Cohesion Across a Growing, Evolving Team. The Clinical Operations department spans eight diverse sub-teams. With new leaders, shifting team dynamics, and evolving service delivery needs, the organization identified a gap: they needed a stronger sense of shared culture and purpose. Their goals were to :

Rebuild trust after a period of change and rapid growth.
Define what success looks like across roles and teams.
Establish values-aligned ways of working, from meetings and decisions to communication & accountability.
Spark ownership, clarity, and connection across the vertical.

The Inbo Approach

Three Days of Intentional Design, Dialogue & Alignment Inbo partnered with The Trevor Project to design and facilitate a 3-day in-person retreat in New York City for 35–40 members of the Clinical Operations leadership team. Our approach was trauma-informed, equity-centered, and highly participatory. Each day was designed to build on the last, combining strategic design with deep listening and hands-on co-creation:

Day 1 – Grounding & Trust-Building

Opened with relationship-building and leadership storytelling.
Explored foundations of trauma-informed leadership practices.
Created a safe and connected space to surface honest dialogue.

Day 2 – Culture & Values in Action

Facilitated the co-creation of a Culture Canvas focused on team norms, feedback, communication, rituals, and psychological safety.
Connected organizational values to the daily work of Clinical Operations.
Clarified how leadership values show up across roles and functions.

Day 3 – Alignment on Strategy and Success

Defined vertical-level priorities and measurable success outcomes.
Aligned on service and quality standards across sub-teams.
Closed with a collaborative synthesis of key ideas and themes to be shared across the organization.

Throughout, we created feedback loops with leadership to support post-retreat integration.

The Results

A Shared Language for Culture, Clarity, and Forward Momentum. A Custom Culture Canvas : Developed and co-owned by the Clinical Operations team, capturing shared commitments around meetings, decisions, communication, values, feedback, and psychological safety.

Renewed Trust & Engagement : Leaders voiced greater clarity, accountability, and openness, setting the foundation for stronger collaboration.

Clearer Strategic Direction : Teams aligned on KPIs, service standards, and cross-functional collaboration to drive outcomes

Sustainable Momentum : A summarized and synthesized version of the Culture Canvas was prepared for broader team rollout, supporting implementation, reflection, and continuous iteration

Why It Worked

Inbo met the Trevor Project where they were: in a moment of flux and transformation. Our facilitation grounded people in care and possibility, while our design methods moved them toward clarity and action. The retreat became a launchpad for cultural renewal, built on purpose, not perfection.

“ Inbo’s deep expertise in facilitation and design thinking enabled us to have productive and impactful sessions. ”

— Stephen Menon, Chief of Clinical Operations