infoIcon We’re building a better experience for you. Parts of the site are still in development.
close-circle-dark
Talk to an expert
ai-programme-btn
  • Your Challenges
  • Our Expertise
  • Solutions
  • Programmes
  • Learning Hub
  • Blog
  • Why SP
English - United States
Talk to an expert
ai-programme-btn
Back To Menu
Your Challenges
Back To Menu
Our Expertise
Back To Menu
Solutions
Back To Menu
Programmes
All Programmes double-right-chervon
Back To Menu
Learning Hub
Back To Menu
Blog
Back To Menu
Why SP
target-icon-white
LERG · Competency-Based Development Coaching · DEL · Flywheel

Competency-Based Development Coaching 

focus-circle COA
profile TAL
refresh-white DEL — DELIGHT
partner-white SP
Book Intro Call
depositphotos_425804076-stock-photo-business-man-makes-a-report

Clarity replaces avoidance.

Trust grows, feedback lands, and the team starts telling the truth.
Leadership practice Premium Coaching
01

The challenge you face

For the past year, you have been giving Cem feedback on “delegation.” You coach him regularly in one-on-one meetings and have created a development plan. Yet the same behavior continues.

In the next one-on-one, you will bring it up again. It will be your fifth conversation on the same topic. These are three different issues. Each requires a different intervention. However, the organization’s competency model only has one category: “Delegation — 3/5. ”You look at that box and start the conversation from it. Training is assigned, a development plan is written, one-on-ones are held — but behavior does not change.

In reality, there are three different possibilities:
He doesn’t know how to delegate → skill gap.
He doesn’t want to let go of control → motivation gap.
He is the first person to pick up every task by default → behavioral pattern
The issue is not that you are not coaching. It is that you are coaching the wrong thing. And this is not only true for Cem. For every person in the team, there are three different dimensions — none of which are visible in the current competency model. Yet you are still trying to solve everything using the same model.
Research Signal

75%

75% of organizations significantly updated their leadership development programs, and more than half increased spending — yet still struggle to achieve results.
— According to Gartner’s July 2024 study with 473 HR leaders
vector
02

How Do You Overcome This Challenge?

overcome-challenge
sp-chatbot-small

SP — AI Coaching Tool

Hello! I'm SP, your AI Coaching tool.
AI + Human Coach
sp-chatbot-coach
03

What Does This Coaching Do?

This coaching shows why competency-based development efforts fail to produce results and helps leaders address the real issue from the correct perspective in practice.

Who Is It For?

Middle & Senior Managers | HR Business Partners | Team Leaders | Development-Focused Leaders

depositphotos_667515944-stock-photo-conference-meeting-business-people-sitting (1)

What Changes?

profile-tick-blue

In the Leader

You clearly identify which dimension to work on for each individual. Every behavioral issue is reframed as: skill, motivation, or pattern. Your one-on-ones become focused and targeted.
briefcase-pink

In the Organization

The competency model stops being a labeling system and becomes a diagnostic tool. The cycle of repeatedly measuring the same 360 feedback results each year is broken. Development investments start producing outcomes. According to Saks & Belcourt (2006), peer-reviewed research: only 15–20% of training investments translate into actual behavioral change in job performance.
profile-2user-yellow

In HR

HR and talent teams design competency systems correctly and work directly with leaders in the field. The competency model becomes a decision-making tool, not just a report.
buildings-green

In Employees

Each employee clearly understands their development focus. A personalized development path emerges under generic competency labels. It becomes clear what needs to be developed.
04

How Does It Work?

This coaching process does not change the competency “box” itself, but what is actually blocking progress underneath it.

01

Recognize

You realize you have been coaching everyone under the same competency label in the same way. You see that you were actually coaching an incorrect assumption, not the real problem.
02

Explore

You learn to distinguish what is really behind a behavior. You start separating it as skill, motivation, or habit. You no longer apply the same intervention to every situation.
03

Practice

You work with real team members. Before each one-on-one, the correct dimension is identified, then applied in the conversation. Misaligned coaching is corrected in real time.
04

Sustain

This approach does not stay as a single session. It becomes the standard for all one-on-ones in your team. Every behavior issue is addressed from the right angle.a
05

Measure

The repetition rate of the same issues decreases. Topics discussed in one-on-ones evolve. Behavioral change becomes visible.
chart-1 Research Context

More training. More feedback. More one-on-ones. If you are looking in the wrong place — they all produce the same result. 

—Gartner, June 2024 HR Leaders Survey

190 HR leaders

Half acknowledge they are not effectively using competencies in their organization.
The SP Difference

This coaching addresses behavior from the right source. Each issue is separated into skill, motivation, and habit.


The correct intervention is applied to the correct dimension.

05

Tools & Package

Program Duration
12 session
Session Duration
60 min per session
Length
24 weeks
Language
Turkish
FORMAT
tick-circle-green 1:1
star Online
star In-Person
Pre-work
tick-circle-green 2 half-day workshops included. Within these workshops, 3 separate pre-works are completed for each team member to support competency analysis.
Reporting
tick-circle-green Mid-evaluation (Session 8) + Final report
06

How Do You Get Started?

01

Get in touch

Contact us via successprogramme.com or email.
02

Explore

Clarify your needs, goals, and whether this program is the right fit.
03

Decide

Approve your proposal and start the process.
04

Begin

Schedule your first coaching session.
start-yourself profile

Start for yourself

Apply directly for your personal development.
Apply Now
leader-of-the-team buildings

Start for your candidate

As HR/L&D, initiate on behalf of a leader.
Contact HR Team
07

Coaching Ends.
Development Doesn't.

Even after the process ends, we stay with you. We continue supporting your journey in four ways to ensure lasting impact:

message-blue-icon

Mini Sessions

Short, focused support before difficult development conversations with your team.
ai-coach-icon-pink

SP AI Coach

A 24/7 AI-powered coaching tool that helps you distinguish whether a behavior is skill, motivation, or habit in daily decision moments.
flash-yellow-1

Micro Learning

Small weekly learning inputs that reinforce the three-dimensional coaching mindset and turn it into a habit.
graduation-cap-green

SP Premium Trainings

Deep-dive programs on competency management, behavior change, and difficult development conversations.

Ready to Transform Your Team's Productivity?

Take the next step with a free needs analysis meeting to see how GTD can work for your organization.

  • note-1 Pre-Assessment Available Crucial Skill Insights: Productivity Readiness Index
  • arrow-right Recommended Follow-up Power of Habit® · Crucial Conversations® for Accountability