Perspectives on leadership development.
From the Coachvyne team — how we design scenarios, what the 12 dimensions actually measure, and what the research says about building VP-level capability at scale.
$30K per coach engagement, one leader covered. The economics of executive coaching were never designed for the 40 directors and VPs who run most of what actually happens.
Why we settled on 12 specific dimensions, how they were derived, and what each one actually measures in a leadership conversation.
The three most common failure modes in VP-level termination conversations, and the specific skills that prevent them.
Inside the design decisions behind our most-used scenario: the board earnings challenge. What the first 400 sessions taught us about where VP-level narrative breaks down under pressure.
Influence Without Authority is consistently the lowest-scoring dimension in Coachvyne sessions. Here's why standard L&D programs miss it — and what practice for it actually looks like.
The case for scoring during the conversation, not after it — and why the timing of feedback changes what leaders actually do with it.
How mid-market HR teams are building VP development programs that reach 20–50 leaders without the economics of enterprise coaching.
The four design variables that determine whether a leader engages seriously with a simulation or treats it like a checkbox exercise.
Why targeted 10-minute practice exercises outperform hour-long leadership workshops, and what the research behind them says.
Three patterns emerging in how 200–1,500 person companies are solving director-to-VP leadership development without enterprise budgets.
NPS and post-session surveys tell you whether leaders liked the program. A 12-dimension score tells you whether their Accountability Framing improved. Here's how to build the business case with the second kind of data.
A plain-language breakdown of how to read a Coachvyne score report and what the dimension data means for an individual leader's development path.