Springboards offers individual coaching in communication and cross-cultural development, topical workshops, and a team of top-rate coaches with extensive leadership and global expertise.

Individual Coaching

One-on-one coaching programs.


Group workshops catered to your team.

7-Step Approach

Springboards approach to coaching.

Individual Coaching

How do your employees add value to the organization?

Our coaching targets professional communication, cultural-linguistic development, and leadership skills based on individual needs, including:

  • Presence, Presentation & Public Speaking
  • Client Ready Communication
  • Managing Others
  • Internal Networking
  • Business & Professional Writing
  • Meeting Facilitation and Management
  • Phone Communication and Remote Meetings
  • Grammar – Verbal and Written
  • Speech/Accent Development
  • Communicating for success in the US workplace
  • Other Areas

Topical Workshops

Does one size fit all – or most?

  • Public Speaking, Presentation Skills and Presence
  • Professional, Technical and Business Writing
  • Persuasive Phone Skills
  • Client Ready Communication
  • Meeting Facilitation Skills
  • Career Readiness Communication
  • Other Areas

Springboards 7-step Approach

Our approach identifies, benchmarks, and eliminates language and communication challenges. It is a comprehensive and holistic approach to coaching employees that brings out their best-- and the company’s best.

Springboards arranges an introductory call or in-person meeting with the coaching client to assess high level needs, developmental triggers motivating the coaching interest, and benchmarks and milestones the client would like to see through the coaching. Springboards then matches a member of its coaching team to the client, based on target skills, scheduling needs, and client background and preferences.

The Springboards coach and client hold an initial assessment meeting in which the coach uses a proprietary Springboards verbal or written assessment tool to review client needs and identify specific areas for development. In this meeting, they also identify a few peers for a follow up Springboards Peer Review. (Springboards follows up with the client on this first meeting, and periodically throughout the engagement to ensure they are 100% satisfied with their coach.)

Springboards and the employee identify challenges from the Observation step, discuss short and long-term goals, and evaluate an outline of the coaching in view. At this stage, we might also recommend the addition of a peer review assessment and suggest that 2-3 colleagues or advisers be selected in order to collect feedback on the employee’s professional communication. Springboards collaborates with the company, employee sponsor, and employee directly, in order to solicit peer feedback. Through a holistic approach, we use self, peer, and coach feedback report summaries before, during, and even after the coaching to ensure language and communication goals are met. This takes place in Session Two.

The coaching client and coach meet for 3-4 months of routine meetings, generally every 2 weeks on site, remote, and/or blended. Coaching meetings are supplemented by interim exercises to support the ongoing learning of the coaching client.

Halfway through the program the Springboards verbal or written assessment tool is newly applied to a fresh piece of work, e.g. a client presentation or a manuscript, and scored to determine progress. The coach develops a midpoint report to address areas of coverage and ongoing development areas. Depending on program goals, these midpoints are also shared with managers or program sponsors for additional, real-time input.

Once the coaching sessions are completed, the coach reaches out to the peers consulted at the beginning of the program and/or to the program sponsor to gather anecdotal feedback. This input—using the same effectiveness rating scale--is compared against prior scores and is once again collated into a final report. The coach and coaching client have the opportunity to review the final feedback and implications on continuing development as relevant.

As in the Needs Assessment and Midpoint, the Springboards assessment instrument—verbal or written—is applied to a final piece of work for new “progress scores.” Together with the final peer feedback, assessment scores and coach observations are brought into a final development portfolio.