Executive Summary

Organizations across industries are recognizing that coaching is no longer a nice-to-have—it’s a business imperative. Yet most coaching initiatives fail to deliver lasting impact because they address only 1 side of the equation: the leader or the team. Leaders may be trained in coaching frameworks, but if their direct reports aren’t equipped to receive, respond to, and engage in coaching, skills fade and performance gains are lost.

The Romar Coaching Ecosystem solves this challenge by taking an integrative approach. We develop leaders’ coaching skills while also preparing their teams to become active coaching partners who are skilled in receiving feedback, engaging in peer-to-peer coaching, and working collaboratively with their leaders to maximize performance.

Whether delivered as an off-the-shelf licensed program or a fully customized solution, the Coaching Ecosystem is built on Romar’s proven, field-tested frameworks—Results-Oriented Coaching Skills (ROCS) and Building a Coaching Culture (BCC). The result is a consistent, high-quality learning experience that can be scaled enterprise-wide or tailored to specific organizational needs.

By combining content quality with an integrative design, the Romar Coaching Ecosystem doesn’t just develop leaders—it develops organizations.

The Problem with 1-Sided Coaching

For decades, coaching initiatives have focused almost exclusively on developing the manager’s ability to coach. While well-intentioned, this 1-sided approach leaves a critical gap: the readiness and capability of the direct report to engage in the coaching relationship.

When leaders are trained but their teams aren’t:

• Coaching stalls – Leaders express frustration when their coaching efforts don’t stick, and direct reports feel uncertain about how to act on feedback.
• Engagement suffers – Direct reports want more coaching—Gallup reports that 70% of direct reports crave more feedback—but only 29% say they actually receive it regularly.
• It causes leadership development challenges – A Gartner survey of over 1,400 HR leaders across more than 60 countries revealed that 70% of respondents believe their current leadership programs aren’t adequately preparing managers for future challenges. This gap suggests that leadership training alone may be insufficient without concurrent team development. 
• Managerial overload results – The same Gartner survey indicates that 75% of HR leaders view managers as overwhelmed, which can hinder the effective application of leadership training. Without a well-prepared team, even the most skilled leaders may struggle to implement strategies effectively. It takes an integrated approach.

Equally important is the quality of the content delivered. Many coaching programs rely on generic, outdated materials that don’t resonate with today’s workforce or align with organizational strategy. Without high-quality, evidence-based frameworks, even well-structured programs fail to create lasting behavioral change.

This is where Romar takes a different path. By training both leaders and their teams and by grounding the experience in proven, high-quality content, the Coaching Ecosystem eliminates the gap and accelerates performance across the organization.

The Romar Coaching Ecosystem:
An Integrative Solution

Traditional programs develop leaders. Romar’s Coaching Ecosystem develops both leaders and their teams, ensuring coaching becomes a shared capability rather than a one-way transaction. This integrative approach builds a culture where coaching flows in every direction—leader to direct report, peer to peer, and self-directed.

Romar’s Coaching Ecosystem is a blended learning approach that includes:

• Interactive pre-work to teach the concepts and core knowledge
• Dynamic webinars and/or in-person workshops to practice application
• Post-workshop/webinar microlearning sustainment follow-up
• Sustainment webinars incorporating personal case studies

1) Leader Development (ROCS Refresh)
Romar’s ROCS equips leaders with a structured coaching framework that is practical, evidence-based, and easy to apply in the workflow. Leaders learn to set expectations, guide performance, and provide clear, actionable, motivating feedback. Updated tools and activities ensure the content resonates with today’s workforce and leadership challenges.

2) Team Development (BCC)

BCC trains direct reports and empowers them to become active coaching partners. They learn to:

• Receive feedback productively
• Engage in peer-to-peer coaching
• Collaborate with their leader to create accountability and drive growth

3) Flexible Delivery Options

• Licensed Off-the-Shelf Model: A cost-effective way to quickly scale the ecosystem across the organization, with Romar providing consistent facilitation and updated sustainment resources.
• Customized Model: A co-designed solution that incorporates company-specific case studies, tailored facilitation, and additional reinforcement options.

In both models, the quality of content remains the differentiator. Organizations can be confident that they are deploying field-tested, high-value learning experiences that go beyond generic training.

Demonstrated Results: The Power of Dual-Impact Learning

While the Coaching Ecosystem is new, its 2 core components—ROCS and BCC—are proven programs with a track record of impact.

ROCS: Developing Leaders

ROCS equips leaders with practical, evidence-based tools to guide performance and drive accountability. Leaders learn to:

• Establish clear, challenging expectations that motivate higher performance
• Structure focused, results-oriented, respectful coaching conversations
• Deliver evidence-based feedback using simple, yet highly effective, models
• Build trust and strengthen relationships while addressing performance gaps
• Document and follow through on coaching commitments, ensuring accountability

Impact from ROCS:

• 85% of leaders trained in ROCS report increased confidence in their ability to coach.
• Clients have documented measurable improvements in both coaching frequency and adoption of feedback.
• Teams coached by ROCS-trained leaders report greater clarity, stronger motivation, and more consistent performance conversations.

BCC: Developing Teams

BCC shifts the focus from leaders delivering coaching to teams participating in coaching. Direct reports learn to:

• Receive coaching productively by listening with intent, asking clarifying questions, and avoiding defensive reactions.
• Engage in peer-to-peer coaching, providing supportive feedback that strengthens collaboration.
• Practice self-coaching using structured reflection to improve their performance and readiness.
• Work collaboratively with their leader, reinforcing accountability and maximizing the coaching partnership.

Impact from BCC:

• Organizations that integrate coaching and mentoring into their manager development programs, with a focus on providing feedback, have seen improvements in performance outcomes for both managers and their direct reports (ATD).
• Peer-to-peer coaching increases collaboration and reduces silos, especially in cross-functional teams.
• Organizations with coaching cultures report higher engagement and retention rates—for example, ICF/HCI research found culture-leading organizations saw 74% employee engagement vs. 44% in others, and 66% improved retention vs. 28% in others (ICF/HCI Report).

The Power of Integration

When ROCS and BCC are combined in the Romar Coaching Ecosystem:

• Leaders know how to coach.
• Teams know how to be coached.
• Both sides share a common language, tools, and expectations.

This creates alignment, accelerates adoption, and transforms coaching from a set of skills into a culture of continuous improvement. The result is measurable improvement in leadership effectiveness, team engagement, and organizational performance.

Future Growth of the Coaching Ecosystem

The Romar Coaching Ecosystem is designed to grow with your organization. While the current foundation combines ROCS and BCC, the ecosystem has the flexibility to incorporate additional modules and tools over time. Future expansions could include:

• Advanced leadership development modules focused on change management, influence, and coaching during the launch of a new product.
• Peer-coaching circles and group coaching facilitation models.
• Digital tools for real-time coaching feedback and performance tracking.
• Industry-specific case studies and applied learning tailored to unique organizational challenges.

This forward-looking design ensures that the Romar Coaching Ecosystem can evolve as leadership demands shift, providing a sustainable framework for continuous organizational growth.

Strategic Benefits for Training Leaders and HR

A sustainable coaching culture isn’t built by accident; it’s intentionally cultivated. For training leaders and HR professionals, the Romar Coaching Ecosystem offers more than a program—it provides a blueprint for systemic change.

• Alignment with organizational goals – By training both leaders and teams, the ecosystem ensures that coaching conversations align with business priorities rather than existing in isolation. Leaders and direct reports use a shared framework that connects day-to-day feedback to long-term organizational outcomes.

• Scalability with quality – Off-the-shelf licensing makes it possible to scale quickly across large, complex organizations, while customized facilitation ensures cultural alignment where nuance is required. In either case, the underlying content is consistent, research-based, and practical, so quality is never sacrificed for speed.

• Data-driven insights – Because both leaders and direct reports are trained, organizations can measure adoption, feedback frequency, and coaching impact at multiple levels. This creates a richer dataset for HR and L&D to refine strategies and demonstrate ROI to executives.
• Strengthened engagement and retention – When direct reports know how to receive feedback and contribute to coaching relationships, they feel more valued, more engaged, and more likely to stay. This dual investment in leaders and teams creates a virtuous cycle of trust and accountability.

Conclusion: Building a Coaching Culture That Lasts

The future of leadership development lies in moving beyond 1-sided training. A coaching culture takes root only when both leaders and their teams are prepared to participate fully in the process.

The Romar Coaching Ecosystem brings this vision to life through a dual-impact model, developing leaders and their teams and ultimately transforming organizations. Combining high-quality, field-tested content with flexible delivery options provides a pathway for organizations to embed coaching as a cultural norm rather than a training event.

For training leaders and HR professionals, this is an opportunity to take a decisive step forward: to reimagine coaching not as a skill taught to a few, but as a shared capability that drives engagement, performance, and growth at every level.