Inspire your team with the ASPIRE universal coaching model

as·pire

/ə’spī(ə)r/ - direct one’s hopes or ambitions towards achieving something great

Inspire your team with the ASPIRE universal coaching model

Even your best players need a strong coach to drive growth and develop next-level skills and capabilities. Fostering a culture of coaching creates a multiplying effect that enables each player on your team to contribute their best. Organizations that succeed in developing a collaborative coaching culture are reaping benefits from financial results to engagement. Here are 5 statistics that demonstrate the impact of a coaching culture:

Financial performance: Companies with a strong coaching culture are 1.5X more likely to be among the top 10% of financial performers. ¹

Employee retention: High-potential employees are twice as likely to stay when their manager is an effective coach. ²

Employee engagement: 65% of employees in organizations with a coaching culture are highly engaged, compared to lower engagement rates in companies without such a culture. ³

Problem-solving: Employees in organizations with a strong coaching culture are 23% better at coming up with multiple solutions to problems they encounter. ⁴

Resilience: Members of organizations with high coaching culture are 20% more likely to report being able to recover quickly after stressful experiences. ⁵

Coaching system framework - What follows is a brief overview of the two core models in the system, which together provide participants with a framework for becoming masterful coaches:

Level Five ASPIRE Coaching provides a road map for planning and executing collaborative coaching conversations that enable team members to resolve realistic performance challenges. Participants learn how to engage in coaching and give feedback to build commitment and action to improve performance.  The ASPIRE model defines 6 foundational principles of great coaching:

• Ask more than tell
• Listen actively
• Create a shared vision of purpose
• Build confidence and commitment, not compliance
• Establish accountability
• Determine an action step and follow up

The Level Five leadership hierarchy provides a contextual framework that explores the characteristics and traits of different leadership styles based on observations of frontline leaders and feedback from direct reports. It provides an opportunity for the participant to “look in the mirror” to determine their predominant approach to leading. This builds a common language and vision for “what good looks like” when leading a high performing team that is highly engaged and committed to stay. Participants use this model to build their developmental action plan to become a Performance Partner.

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1 International Coaching Federation (ICF), 2023 Defining New Coaching Cultures report;

2 Human Capital Institute (HCI), cited in The Impact of Coaching on Talent Retention in 2024;

3 Human Capital Institute (HCI), cited in The Ultimate List of Life Coaching Statistics in 2025;

4 Center for Creative Leadership (CCL), The Impact of Coaching on Problem-Solving Skills;

5 Positive Psychology Center (PPC) at the University of Pennsylvania, cited in Building Resilience Through Coaching in 2025