What is Leadership Development Coaching?
Unlike leadership training, where a group typically works toward common learning objectives, coaching starts with the individual. Their role, goals, strengths, challenges, and current realities shape the conversation.
At X5, we combine that personalized approach with a practical leadership development framework. Together, the leader and coach identify development priorities, work through real situations, try new approaches, and reflect on what is working.
“The goal isn’t simply greater knowledge. It’s meaningful growth in how the individual leads themselves, works with others, and contributes to the organization.”
Who is Leadership Coaching For?
Emerging Leaders
Good fit when:
- Moved from contributor to leader
- Learning to lead others
- Preparing for greater responsibility
Managers & People Leaders
Good fit when:
- Delegation is inconsistent
- Difficult conversations are avoided
- Need to achieve more through others
Experienced Leaders
Good fit when:
- Leading across teams/departments
- Navigating change or complexity
- Part of a succession plan
What Can You Work on With a Coach?
Leading Self
DEVELOPMENT AREAS:
Self-Awareness & Reflection • Emotional Intelligence & Self-Regulation • Personal Accountability & Integrity • Discipline & Focus • Growth Mindset, Resilience & Learning • Values Alignment • Well-Being & Sustainable Performance • Critical Thinking & Sound Judgement
Leading Others
DEVELOPMENT AREAS:
Communication & Clarity • Building & Sustaining Trust • Coaching & Developing Others • Conflict Resolution & Constructive Negotiation • Performance Management & Accountability • Driving Results Through Others • Motivating & Inspiring Others • Empathy & Inclusion
Leading Teams & Org
DEVELOPMENT AREAS:
Collaboration & Cross-Functional Integration • Vision & Strategic Direction • Resource Alignment & Organizational Prioritization • Culture & Organizational Trust • Change Management & Adaptability • Empowerment, Delegation & Decision Enablement • Leading in Misalignment & Complexity • Organizational Savvy & Systems Awareness
The competencies don’t prescribe a fixed coaching curriculum. They provide a common framework to help the leader, their organization, and their coach identify what matters most and create focus for the engagement.
How Leadership Coaching Works
Understand the Leader
We start by getting to know the leader, their responsibilities, strengths, current challenges, and what they want to accomplish.
Identify Development Priorities
Using X5's Leadership Development Competencies, we identify where focused development can have the greatest impact.
Create Alignment
When an organization sponsors the coaching, we work together at the beginning to understand what success should look like. The leader also has a voice in identifying what they want to strengthen.
Work With a Trusted Coach
Regular 1:1 conversations give the leader dedicated time to think, work through challenges, consider different perspectives, and strengthen their approach.
Put It Into Practice
Leadership development happens between sessions. Participants apply what they are working on through real conversations, decisions, delegation, feedback, conflict, and everyday situations.
Reflect and Adjust
The leader and coach discuss what happened, what worked, what didn't, and what could be approached differently next time.
Review Progress
Throughout the engagement, we revisit development priorities, recognize progress, and adjust the focus as the leader grows and new challenges emerge.
Get to Know Our Coaches
Choosing a coach is personal. Experience and credentials matter, but so does finding someone whose approach feels right. Hear directly from the people you may be working with.
Our coaches regularly share their perspectives on leadership, the challenges leaders face, and how they approach coaching. Our short video series gives you an opportunity to hear directly from the people you may be working with.
Meet Mike Mack
Executive Coach at X5 Management
Kris Schinke
Executive Coach at X5 Management
Priscilla Bahrey
Executive Coach at X5 Management
Choose the Right Coaching Program
4-Month
Best for focused development
A focused engagement for a leader with a clearly identified development priority, a specific challenge, or a recent transition. Provides time to establish goals, work through real situations, and build momentum.
6-Month
Best for broader growth
Gives the leader more time to strengthen multiple competencies and develop consistency. Creates an ongoing cycle of learning, application, reflection, and adjustment as situations arise.
12-Month
Best for sustained development
A longer-term engagement for leaders taking on greater responsibility. Development priorities can evolve, and the coach remains a consistent thought partner as new challenges emerge.
What Does Leadership Development Coaching Cost?
The investment in Leadership Development Coaching depends on the length of the engagement, coaching frequency, assessments or development tools included, and whether an organization is enrolling one leader or several.
Before an engagement begins, we’ll clearly outline what’s included, how the coaching will work, and the total investment so you can determine whether it’s the right fit.
What Outcomes Can You Expect?
- For Leaders
- Greater self-awareness
- Stronger judgement & decision-making
- Confidence in challenging situations
- Increased personal accountability
- For Their Teams
- Clearer communication & expectations
- More effective delegation & feedback
- Stronger trust & accountability
- Productive conversations & conflict
- For Organizations
- Stronger leadership capability
- Better alignment and execution
- Leaders prepared for greater responsibility
- Greater leadership continuity
Coaching vs. Leadership Training
| Feature | Leadership Coaching | Leadership Training |
|---|---|---|
| Approach | Personalized to the individual | Designed around shared learning |
| Focus | Individual goals and challenges | Defined leadership skills or concepts |
| Application | Current leadership situations | Common tools, scenarios and practices |
| Format | 1:1 | Typically group-based |
| Duration | Ongoing over several months | Usually delivered in defined sessions |
| Accountability | Individual application and reflection | Shared learning and application |
Which is better? Neither.
They solve different development needs. Training makes sense when several leaders need to develop a common skill. Coaching is better suited to individual development. Many organizations combine the two.
What Leaders Ask Most Often
What is the difference between Leadership Development Coaching and Executive Coaching?
Both provide confidential, personalized 1:1 support, but they typically serve leaders at different stages and with different levels of responsibility.
Leadership Development Coaching focuses on strengthening leadership capabilities and is often well suited to emerging leaders, managers, directors, and high-potential leaders.
Executive Coaching generally supports senior executives whose roles involve broader strategic, organizational, and enterprise-level responsibilities.
The right option depends less on someone’s job title and more on their responsibilities, development needs, and what they are trying to accomplish.
How long does leadership coaching take?
X5 offers 4-month, 6-month, and 12-month Leadership Development Coaching programs.
Four months can work well for a focused development priority. Six months provides more time to strengthen several areas and build consistency. Twelve months is appropriate when the goal is sustained development or preparation for significantly greater responsibility. We have leaders who continue with us after the program or ongoing support.
How often do you meet with a leadership coach?
Coaching frequency depends on the program and the leader’s needs. Sessions are scheduled regularly (bi-weekly or monthly), with time between conversations for the leader to apply what they are working on in their day-to-day role.
Is leadership coaching confidential?
Yes. Trust is fundamental to an effective coaching relationship.
When an organization sponsors coaching, we establish clear expectations at the beginning about goals, communication, and confidentiality. This gives the organization clarity around the purpose of the engagement while providing the participant with the space required for open and meaningful coaching conversations.
Can an employer decide what the coaching focuses on?
The organization can have input.
At the beginning of an organization-sponsored engagement, we work with the sponsor and participant to understand the development priorities and what success should look like. The participant also helps shape their goals based on what they are experiencing in their role.
The goal is alignment, not prescribing every coaching conversation.
How do you measure progress in leadership coaching?
We begin with clear development priorities and revisit them throughout the engagement.
Depending on the program, progress may include participant reflection, sponsor feedback, competency assessments, observable changes in leadership behaviour, and progress conversations.
Can leadership coaching help a new manager?
Yes. Moving from individual contributor to people leader is a significant transition.
New managers become responsible not only for their own performance, but also for communication, delegation, feedback, accountability, motivation, conflict, and the performance of others.
Coaching gives them a trusted place to work through those challenges as they happen.
Can leadership coaching support succession planning?
Yes. Coaching can be particularly valuable when a high-potential employee or successor is preparing for greater leadership responsibility.
It can help identify development priorities and strengthen the capabilities the individual will need in a future role. Coaching should be part of a broader succession approach that also considers leadership readiness, knowledge transfer, role requirements, organizational needs, and continuity planning.
Do you provide Leadership Development Coaching in Edmonton and Calgary?
Yes. X5 Management works with leaders and organizations in Edmonton, Calgary, and across Alberta. Coaching can be delivered virtually or in person depending on the engagement and location.
What happens if the coach isn’t the right fit?
The relationship matters.
We consider the participant’s role, goals, development needs, and coaching preferences when identifying the right coach. If the fit isn’t right, we’ll work with the participant and organization to find a better match.