Building a coaching culture for better conversations

Greenpeace wanted frontline and middle managers to handle performance, feedback and difficult conversations with greater confidence. Leaders needed to address issues earlier and constructively, without damaging relationships or unnecessarily escalating matters to HR.

Objective Leader delivered a customised Leader as Coach pathway, including two practical workshops, follow-up check-ins and peer coaching circles. Leaders learned a solution-focused coaching model, conversational skills and emotionally intelligent approaches they could apply immediately.

The pathway established a consistent framework for coaching and feedback conversations across the leadership group. Leaders gained practical tools, opportunities to practise with real workplace scenarios and ongoing peer support to embed their learning.