How are outcomes measured?

Engagements set named outcomes at the outset and measure against them — typically a mix of pre/post LEA 360® or IDI scores, stakeholder feedback, business KPIs nominated by the sponsor, and structured self-assessment. The instrument is chosen to fit the engagement, not the other way around.

Are the case studies real clients?

Yes. Names, sectors, and identifying detail are anonymized to protect confidentiality. Specific references can be shared on request once an engagement scope is being seriously discussed.

Do similar results apply to smaller organizations?

Yes. The methodology scales down as readily as it scales up — the same coaches, assessments, and engagement design work for a founder-led team of fifteen as they do for a global enterprise. Sequencing and cadence are adjusted to fit the context.

Results

Leadership change you can measure.

Outcomes data, case studies, and a partial roster of the organizations we've partnered with. Where numbers are shown, they're drawn from post-engagement assessments and client survey data.

87%

of coachees report measurable improvement in confidence and effectiveness.

96%

would recommend Christianne & Co. to a peer or colleague.

+0.49

average pre-/post-engagement lift on Leadership Effectiveness 360 ratings.

92%

rate the coaching as highly relevant to their day-to-day leadership.

Aggregated across recent executive coaching and leadership development engagements.

Case studies

What the work looks like, in three engagements.

Global technology

Senior leader stepping into a P&L role.

Challenge

A newly promoted SVP at a global technology firm inherited a cross-functional org under a board mandate to accelerate growth. Strong technically, the leader was unsure how to land executive presence with a more senior peer group and a skeptical board.

Intervention

Six months of 1:1 executive coaching paired with the LEA 360® and stakeholder interviews. Work focused on language, decision cadence, and the moves required to set a strategic tone in the first 90 days.

Outcome

Pre/post LEA showed lift across strategic and persuasive scales. Board feedback in the next cycle named the leader as ready for an expanded mandate; team engagement scores rose the following quarter.

Creative agency

Leadership team coaching through restructure.

Challenge

A global creative agency's executive team was navigating a holding-company restructure. Decision cadence had slowed, trust had thinned, and two new C-suite hires were struggling to land inside the existing dynamic.

Intervention

Confidential stakeholder interviews, a team-level assessment, and a sequenced engagement: full-team sessions, sub-group work, and individual coaching for each executive. A two-day retreat anchored the new operating norms.

Outcome

Decision cycle time shortened materially across the following two quarters. Pulse data showed clearer mandates, fewer escalations, and a measurable improvement in cross-functional trust between client leadership and craft leadership.

Public sector

Department-wide capability build.

Challenge

A public-sector department serving several million constituents needed to build coaching capability across mid-level managers — not only the C-suite — to sustain a multi-year service transformation.

Intervention

A blended program: leadership development cohorts for managers, IDI assessments and 1:1 coaching for senior directors, and a Developing Coaching Skills track delivered across departments. Multilingual delivery where required.

Outcome

92% of participants rated the program as highly relevant; 96% would recommend it internally. The department reported stronger talent pipelines and reduced reliance on external interim leadership in the year that followed.

Selected clients

Organizations we've partnered with.

Google
Adobe
Chief
Wieden+Kennedy
NYC Department of Health
NYCHA
Cayman Islands Government

And other private and public-sector organizations across North America, Europe, Asia, and the Caribbean.

Questions

Common questions about our results.

How are outcomes measured?: Engagements set named outcomes at the outset and measure against them — typically a mix of pre/post LEA 360® or IDI scores, stakeholder feedback, business KPIs nominated by the sponsor, and structured self-assessment. The instrument is chosen to fit the engagement, not the other way around.
Are the case studies real clients?: Yes. Names, sectors, and identifying detail are anonymized to protect confidentiality. Specific references can be shared on request once an engagement scope is being seriously discussed.
Do similar results apply to smaller organizations?: Yes. The methodology scales down as readily as it scales up — the same coaches, assessments, and engagement design work for a founder-led team of fifteen as they do for a global enterprise. Sequencing and cadence are adjusted to fit the context.

Start a conversation.

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