One size doesn’t fit all, especially when it comes to coaching

At NextArrow, we’re big believers that the right fit changes everything. If you’ve ever tried squeezing into something that wasn’t your size, you know exactly what we mean.

And the same holds true for leadership development.

While one-size-fits-all programs might sound appealing, the truth is simple: When you’re working with real humans navigating real-world complexity, customization wins.

Over the last year, we’ve partnered with incredible companies to build Learning Coaching programs—experiences that pair targeted learning (e.g. workshops) with coaching that’s shaped around each group’s unique needs, pressures, and contexts.

In the spirit of sharing what’s actually working in modern workplaces, here are three tailored approaches worth spotlighting:

1. Developing high-leverage directors in a scaling organization

The challenge:

This company realized that their directors were the leverage point for organizational impact. These leaders had mastered the fundamentals. What they needed next was intentional growth in strategy, influence, and goal-setting.

What we designed:

• Kickoff 360s featuring interviews with three key stakeholders (e.g. their managers, direct reports & peers) per leader

• Leveraged an internal company leadership survey for additional data on each leader

• Two rounds of 1:1 coaching over six months

• Mid-program Goal-Setting + Influence workshops to build skills and shared language

The results: 

Based on action items from each session, post-program feedback from the directors, and performance feedback from their managers and stakeholders, we saw the following changes: 

• Directors realigned their work and calendars to strategic priorities

• Cross-functional influence got stronger

• Goals became clearer, more measurable, and more specific

• A happier executive team

2. Elevating high-impact ICs to influence without authority

The challenge:

The IC’s selected for this program weren’t people leaders and many didn’t aspire to be. But they were critical: 30 high-potential, high-visibility ICs embedded across major programs. Their ideas were key to the org’s success, but they didn’t know how to influence without authority. As a result? Missed opportunities.

What we designed:

• A targeted Influence Skills learning session covering foundational tools for influencing at any level

• Group Habit Coaching sessions to help them practice the influence skills, build shared language with one another and strategize how they wanted to use the skills for their own influence challenges

• One 1:1 coaching session per IC to apply learning to their unique context (e.g. their specific influence challenge)

The results: 

Based on post-program feedback from the IC’s (after each session), individual commitments made by each participant after each session and feedback from the sponsors of the program (e.g. HR & L&D leaders), we saw the following changes: 

• More effective upward and cross-functional influence

• Stronger peer alignment and shared problem-solving

• Greater confidence operating without formal authority

3. Preparing an executive team for a high-stakes stage

The challenge:

This exec team needed to show up sharp, aligned, and compelling for their annual Sales Kickoff—a pivotal moment to set the tone for the year. But their presentation experience varied widely, which weakened the overall narrative.

What we designed:

• A Courageous Presentations workshop giving them a framework for high-impact delivery

• A follow-on Practice Intensive to build reps and confidence

• Group Habit Coaching to unify message and delivery

• Three individual coaching sessions per exec to refine style, engagement, and impact

The results: 

Based on post-program feedback from the Executive Team and feedback from attendees of the sales kickoff we saw the following changes:

• A cohesive, consistent narrative across the leadership team

• More dynamic, confident delivery

• A presence that energized the organization and signaled true alignment

• And finally, a second run of this program for the following year to support new executive leaders 

The bigger point: Coaching isn’t just 1:1 anymore.

Most people still think of coaching as a purely individual engagement. But if you want meaningful lift in a critical part of your org, pairing learning acquisition with coaching application changes the game.

It accelerates skill development, builds shared language and deepens alignment. It also creates a strong foundation for future 1:1 coaching opportunities when bigger, more personal challenges emerge.