Why Manager Alignment Matters

Coaching delivers measurable impact when progress connects back to work. Without manager involvement, coaching becomes invisible – participants grow, but leadership never sees it.

The gap exists because:

• Coaching confidentiality creates a "black box" managers can't see into
• Members don't naturally translate coaching progress into workplace conversations
• Managers lack training on how to support or reinforce coaching outcomes
• No formal touchpoints exist to surface wins to leadership

The solution: Build manager alignment into every stage of the member journey.

The Core Principle: Member-Centered Transparency

All communication flows through the member.

Coaching confidentiality isn't just about protecting conversation content – it's about trust. Members must know about every touchpoint between their manager, coach, and HR partner. Backchanneling erodes the foundation coaching is built on.

What this means in practice:

• Partners never discuss a member's coaching progress with their manager without the member present or aware
• Coaches never share coaching content with managers, even at a high level, unless the member initiates it
• Manager input (via Peer Insights or nomination forms) is always shared with the member by their coach

The exception: Tripartite sessions (member + coach + manager together) can be added to formal coaching engagements for an additional cost. These are member-initiated and coach-facilitated conversations where all parties are present. They're most effective mid-program when the member has concrete progress to discuss and wants manager support on specific development areas.

Reinforcing Manager Alignment Throughout the Program

Before Launch