18 years. 30+ countries.
Here’s what happens.
Real results from real organizations using CoachingOurselves.
Case studies, testimonials, and hard numbers — because claims are easy, proof is rare.
apply new skills immediately
satisfaction rate (Fujitsu)
managers at McGill alone
ROI
Customer stories
How organizations around the world use CoachingOurselves to develop their managers.
McGill University
1,700+ managers & supervisors · Since 2013 · Montreal, Canada
Facing budget constraints and complex labour relations, McGill launched “Reflection Cafés” — 90-minute cross-sectional peer learning sessions with internal facilitation and no external facilitators.
- 1,700+ managers and supervisors participated
- Departments proactively requested sessions within months
- Volunteer champions emerged to support new teams
- Far more cost-effective than sending managers to executive programs
“
The topics and guided conversation format gave us ‘permission’ to talk about concerns that were critical to us. The networking and collaborative learning provided benefits beyond the material itself.
— Johanne Houle, Director OD, McGill University
Fujitsu Social Science Laboratory
500+ graduates · Since 2008 · Japan
After an external assessment revealed gaps in middle manager development, CEO Ikegami turned to CoachingOurselves. The program has run continuously for 18 years and expanded to 7+ Fujitsu Group companies.
- 500+ graduates — over 50% of all middle managers
- 96% participant satisfaction rate
- Inaugural participants became facilitators (cascading model)
- Expanded to 7+ other Fujitsu Group companies (600+ managers total)
“
The question of how to develop our middle managers was elusive; until now we were unable to discover particularly effective measures.
— Mr. Ikegami, CEO, Fujitsu SSL
Canadian Red Cross
Hundreds of leaders · Since 2019 · Canada
Connecting hybrid and remote leaders across Canada, the Red Cross evolved from facilitated programs to open invitation sessions to fully self-led teams — all in both English and French.
- Quarterly sessions sustained for 4+ years at scale
- Evolved from facilitated → open invitation → self-led teams
- Bonded managers across geography and function
- Created a culture of learning that transcended hierarchies
“
CoachingOurselves topics equip leaders with a shared language to have productive conversations about important themes. These are conversations that wouldn’t happen in the regular day-to-day setting.
— Canadian Red Cross L&D team
UNI Coopération Financière
107 leaders · 51 locations · Since 2018 · New Brunswick, Canada
After merging 17 separate Caisses into one organization, UNI needed to build a unified leadership culture across branches. Nine trained facilitators ran monthly sessions with mixed-membership groups.
- 9 internal facilitators trained
- Cross-branch groups built connections that never existed before
- Consistent 4/5 star ratings
- Participants prioritize CO sessions over other meetings
“
CoachingOurselves created a synergy among participants, which was invaluable during our restructuring process. 90 minutes to stop, think, and reflect — time that they wouldn’t have otherwise.
— UNI Coopération Financière
Lufthansa School of Business
EFMD Award Winner · Since 2009 · Germany
During the 2009 financial crisis, Lufthansa needed to prove ROI on leadership development. Their “Pay One, Develop Six” model used CoachingOurselves to multiply the impact of each IMPM participant to their entire team.
- Won EFMD award for ROI in leadership development
- One venture redesigned aircraft processes → €1M annual savings
- Each participant formed an IMpact Team of 5–10 colleagues
- Model adopted by the UN and Kenya Red Cross
“
CoachingOurselves acts as the bridge from classroom learning to workplace implementation.
— Lufthansa School of Business / EFMD case study
Fordham University IT
Multi-cohort program · Since 2011 · New York
Fordham’s IT department embedded CoachingOurselves as the anchor of their Laureates Program — a multi-year organizational transformation combining peer coaching, action learning, and behavioral assessments.
- Multiple cohorts graduated
- Alumni continue self-directed CO sessions after program ends
- Graduates transfer learning to colleagues across the department
- Participants selected through competitive application process
“
The skills I’ve learned and the partnerships I’ve built are immeasurable.
— Fordham Laureates Program participant
What we see across every customer
After 18 years and thousands of participants, these patterns are consistent.
Programs become self-sustaining
Participants become facilitators. Year 1 graduates run Year 2 sessions. No extra training needed.
Cross-silo connections form
Managers who never interacted start collaborating. Branches, departments, and regions connect through shared learning.
Impact compounds over time
Customers who stay see the biggest results. Fujitsu: 18 years and counting. McGill: 1,700+ managers. The program deepens, it doesn’t fade.
In their own words
CoachingOurselves has been a strategic part of our leadership development at Intercontinental Exchange. Our leaders find these peer learning experiences to be important catalysts for collaboration, building relationships, and mentoring.
Director, Leadership Development
The workshops provided immediate results. There was rapid alignment among managers, and the networking and collaborative learning provided benefits beyond the material itself.
Director, Organizational Development · 1,700+ managers
It is very validating to be in a group with other managers across the country, from other units, and realize that we all share similar challenges.
Program participant
CoachingOurselves created a synergy among participants, which was invaluable during our restructuring process. 90 minutes to stop, think, and reflect — time that they wouldn’t have otherwise.
107 leaders across 51 locations
Working in groups of four to five, this method was thought-provoking and led to fruitful and lively discussion.
Former VP Casting & Performance
The skills I’ve learned and the partnerships I’ve built are immeasurable.
Laureates Program graduate
In the press
“Peer Learning Comes of Age”
Harvard Business Review, 2022. Peer learning is no longer experimental — it’s the future of leadership development. CoachingOurselves has been doing it since 2007.
Trusted by organizations worldwide
Want the full story? Read detailed case studies from the Canadian Red Cross, Fujitsu, McGill University, and more.
Ready to see these results in your organization?
Join a free demo session to experience CoachingOurselves firsthand. Or book a discovery call to design a program for your team.