Why Coaching is the Missing Link in Your Development Programme

It’s no secret that organisations are investing heavily in talent development. From high-potential programmes to leadership academies, companies want to retain and grow their best people. But too often, these initiatives rely heavily on classroom learning, group workshops, or e-learning platforms that (while well-intentioned) struggle to deliver lasting impact.

The reason? Development isn’t one-size-fits-all.

At VB&A, we’ve seen the difference that personalised, 1:1 coaching makes—especially when embedded as a core part of a Talent Development Programme. For the development professionals designing these programmes, coaching isn’t just a “nice to have”—it’s the bridge that turns inspiration into action.

Why Coaching?

Coaching provides individuals with the time and space to think deeply about what development means to them. While group workshops can introduce new models or skills, coaching allows individuals to pause and reflect: What does this mean for me? Where am I strong? What do I want to shift? What’s getting in the way?

In our experience, this reflective space is particularly powerful for leaders. With competing demands and little time for personal development, coaching becomes a rare opportunity to align professional growth with individual ambition—and organisational need.

Bespoke Development, Real Accountability

When coaching is woven into a wider development journey, it amplifies every other component. Individuals are no longer passively receiving information; they’re curating their own learning pathway.

Instead of returning to the day job with a slide deck and good intentions, they leave with:

·       A personal action plan, tailored to their goals and context

·       Clear commitments to behavioural change

·       A sounding board for challenge and encouragement

·       A greater sense of ownership over their development

In short, coaching makes development programmes more actionable, more accountable, and more human.

For Senior Talent, Impact Matters

At the more senior levels, development is less about skill-building and more about strategic thinking, self-awareness, influence, and legacy. Coaching supports leaders to step back and examine how they’re showing up, what they want to shift, and how they can lead differently.

For organisations, it means talent pipelines that are not just prepared—but engaged, self-aware, and motivated.

Making It Work

Embedding coaching doesn’t mean starting from scratch. The most effective programmes we see include the below as a minimum:

· Kick-off coaching sessions to set intentions

· Mid-point reflection coaching to assess learning and obstacles

· Closing sessions focused on embedding change and future planning

It’s scalable. It’s targeted. And most of all, we know it works. Check out our case study here where we supported over 50 leaders from a global steel manufacturing organisation.

At VB&A, we partner with organisations to design coaching-led development programmes that unlock potential at every level—from emerging leaders to executive teams. If you’re designing your next programme and want to explore how coaching could elevate it, let’s talk – victoria@vb-associates.com

By Victoria Buckenham