The ROI of Leadership Coaching: Why L&D Managers Should Invest in Group Leadership Coaching

Laying the foundation: New managers require reskilling in an age of accelerating change

Without a doubt, we're experiencing an era of unprecedented workplace change. AI innovations are transforming the very nature of leadership every day. The World Economic Forum reports that 85 percent of employers plan to prioritize reskilling their workforce through 2025 and beyond. The status quo is no longer enough.

A big part of this reskilling is teaching new managers how to adapt to constant, accelerating change while continuing to create a safe, equitable workplace for everyone. Leadership training and skills development are particularly salient as new generations step into leadership positions.

There is a growing movement around coaching Gen Z employees on navigating workplace etiquette. Like most new generations, sometimes help is required when developing the necessary soft skills and inter-generational communication strategies to thrive. But it's not just Gen Z employees who can benefit from group leadership coaching — today's managers need targeted support to lead with confidence and create inclusive, future-ready teams.

The benefits of group leadership coaching

Coaching has a proven track record of improving retention and engagement of high-potential leaders. A LinkedIn Learning poll found that 94 percent of employees are more likely to stay at a company that actively invests in their learning and development. A report by GoodHire suggests that up to 82 percent of employees have considered quitting their jobs as a result of poor management. And perhaps the most well-known stat: 70 percent of the variance in team engagement is directly tied to the manager. With that kind of impact, why wouldn't you invest in giving your managers the skills and training they need to lead effectively?

Some key benefits of group leadership coaching include:

• Shared learning and perspective: Leaders learn not only from a professionally trained and experienced coach, but also from each other's real-world experiences, challenges and insights.
• Improved collaboration and trust: Coaching groups often build stronger relationships across departments or teams, leading to more open communication and increased trust.
• Accountability and motivation: Regular group sessions help keep participants accountable for their goals while fostering a motivating environment where progress is celebrated and setbacks are normalized.
• Help with decision-making: A coach can help a team make better decisions by clarifying roles, decision-making authority, and using simple frameworks that reduce confusion and speed up alignment.
• Facilitate difficult conversations: A coach is an unbiased third party who can help create space for healthy debate and encourage diverse perspectives.
• Cost-effective development: Group coaching delivers many of the benefits of 1:1 coaching at a lower cost per person, making leadership development more accessible across an organization.
• Safe space for skill building: Group coaching creates a psychologically safe space to practice new leadership behaviors, like giving feedback or navigating conflict.
• Stronger organizational alignment: When multiple leaders are coached together, they tend to align more closely on values, shared vision, and communication norms.

4 things to think about when deciding on a group leadership coach

1. Experience and fit

When it comes to selecting your coach or facilitator, the vetting and selection process is often underrated. While you'll want to explore how they're qualified and who they've worked with, you'll also want to assess cultural fit. Some teams prefer coaches with deep industry knowledge or past leadership experience in a specific function. Others prioritize emotional intelligence or facilitation style.

2. Be clear on the outcomes you want

You'll generate a greater ROI if you begin your group leadership coaching journey with a clear structure and measurable goals. Ask yourself: What does success look like for our team? When you know what you're looking for, it's much easier to spot the coach who can help you get there.

3. Training, tools and credibility

Coaching is an unregulated industry, so credibility matters. We recommend looking for coaches who are certified through reputable frameworks or professional bodies — especially if your team wants to work with a specific tool like Gallup's CliftonStrengths framework. Working with a coach trained by a body like the ICF (International Coaching Federation) ensures they follow ethical guidelines, confidentiality standards, and best practices.

4. Logistics

Consider how best to roll out training or scheduled workshops to your team. Do you need to account for a hybrid or remote work environment? The right coach won't just deliver great content — they'll work with you to design a format that fits your people, your schedule, and your goals.

It pays to invest in leadership development

Group leadership coaching is a smart, scalable investment that builds stronger leaders and drives measurable business results. If you're an L&D leader, you can feel confident advocating for group coaching as a high-impact pillar of your organization's learning strategy.