Home>Leadership Development>Coaching Success Stories – Churchill In Action

Jayne Jenkins
CEO and Executive Coach
April 24, 2020


Coaching Success Stories – Churchill In Action

Coaches do more than influence behaviors – they are an essential part of a leader’s learning process, by providing knowledge, opinions, and judgment in critical areas. Our expert coaches and trainers at Churchill have been doing exactly that! We want to highlight some of our coaches’ successes and share how we’ve been partnering to support our clients around the globe.


Developing Personal Resilience

What problem did the client face?

An HR executive at a global e-commerce company pulled together a two-part development program to upskill all people leadership. Churchill was brought in to develop a segment in part 2 of this development program, aimed at Strategic thinking, planning, and executing in times of sudden and/or certain change and ambiguity.

What did the client need Churchill to solve?

The client requested both a development program targeting all supervisory (and some functional) leadership, plus a program targeted specifically at the C-Suite team that would teach leaders to better influence during times of change while remaining resilient, as well as promote a culture of creativity and innovation.

What specific actions did Churchill take?

Churchill had all participants complete an online Resilience Profile prior to the workshop. Then, Churchill designed and delivered 2 programs:

1) a day-long Developing Personal Resilience workshop for supervisory and functional leadership;

2) Adapted Developing Personal Resilience to focus more on the C-Suite level of leadership and strategic resilience to change. Program objectives were:

  • Understand the core characteristics of individual resilience; identify personal resilience strengths and weaknesses, build on existing resilience and develop new resilience skills
  • Practice the skills necessary to enhance their ability to take on increasing amounts of change, clarify the consequences of their actions during the change process and understand the impact of changes on personal and organizational resilience
  • Contribute to their own productivity, especially during major change, to manage responses to change more effectively

What outcome was achieved?

Leadership developed a common language and framework to more productively lead through the massive change the organization was currently facing and planning for in the future. Leaders were equipped with the tools to adapt their approach to change at the individual, team, and organizational levels. Leaders left the workshop with a strength to focus on in managing change more effectively.

With hindsight, what are some of the learnings from this experience?

It was helpful and more productive to have a workshop solely designed for the C-Suite. They were able to be more vulnerable and to find ways to communicate and support each other more effectively during change.

Client testimonial:

“Our company worked with Mindy Morrow to assist us in developing impactful workshops for our senior leaders and significant individual contributors. Mindy did an excellent job of listening to our development needs and recommended a fabulous course designed to increase our awareness and practice in the art of being resilient. The workshops included not only the material Mindy is already an expert in, but also had many tools and follow-up exercises that assisted us with continuing to develop and practice our resilience in the workplace. Mindy is able to deliver highly engaging content that doesn’t just stay with you that day of the workshop, you can continue to pull it through your business and personal lives moving forward, offering a truly rewarding experience in the moment and for the future.”


Effective Strategies For Using Your Strengths To Be More Productive


Strategic Planning & Team Development Using MBTI®

What problem did the client face?

A health care administration team struggled to arrive at a common mission that reflected patient care, cost management, and adapting to the changing landscape of health care in the US. Their individual development and self-care were sacrificed as they attempted to meet both the urgent and the important.

What did the client need Churchill to solve?

The client requested both a team and leader development program that would be fun and developmental as well as the facilitation of a strategic planning meeting for the team and important partners and contributors to the mission.

What specific actions did Churchill take?

Designed and delivered a three-phase program:

1) a day-long MBTI workshop which focused on the team type, the temperament distribution and strategies for managing conflict, communication, and change;

2) administration of the 360 instrument and individual coaching sessions for all team members which debriefed the 360 feedback, integrated that feedback with the leader’s MBTI type and identified 3-5 development goals (which supporting practices);

3) a two-day workshop on change management (day 1) and strategic planning with partners (day 2).

What outcome was achieved?

These leaders became more effective as they led from a place of being both inwardly (more) sound as well as others-focused. As a team faced with significant change and challenges, they were able to understand and rely on one another more effectively. They concluded this program with a greater ability to lead through objectives tied to a shared mission and vision.

With hindsight, what are some of the learnings from this experience?

The mix of one-on-one and team development provided an opportunity for people to receive individualized feedback and coaching (what does this all mean for me, my values, and my future) as well as build a team more resilient and able to lead.

Client testimonial:

“Significantly improved the effectiveness of our executive board of directors. Throughout the professional development and strategic planning process she expertly facilitated the team improving knowledge and confidence in the team to execute mission requirements. These efforts had a direct impact on our success in leading the organization through times of great change.”

If you think your organization, people leaders and managers, or teams would benefit from a similar experience that Coach Mindy and Coach Donelle have excellently provided, feel free to contact us!

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About Jayne
For decades, Jayne learned to develop and engage leaders and teams in the corporate world and then went on to train as an Executive and Strengths Coach. During her corporate leadership tenure, she observed how much untapped talent existed and she is passionate about unleashing that talent for individual and organizational performance and growth. Jayne and her global Churchill team of over 200+ coaches and consultants partner with clients to provide solutions that build capability through harnessing strengths. Her certifications include: Executive Coach (PCC) Gallup CliftonStrengths®, Certified Team Performance Coach (CTPC™), Marcus Buckingham Co. Stand Out, PROSCI® Change Management Consultant and Conversational Intelligence®. Global clients include eBay, PayPal, AMEX, Cardinal Health, BMS, Biogen, Coca-Cola, and many more.


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