Coaching has become an enormous industry. Almost all coaching occurs in one on one conversations. Out hypothesis, based on more than a combined century of work, is that development of leadership skills and habits best occurs in the context of the leader’s systemic relationships. Coaching that only occurs separate from actual work relationships are more prone to people who need help the most gaming the development system. Our process includes coaching the participant while they interact with their direct reports, the application of learning by the participate to a real work case study, facilitated one on ones between the student and their immediate supervisor, lots of T-group based experiential learning, and live feedback between the student and their peers throughout the course. If you only see a student privately and/or in a traditional class room setting they may be good talking the talk but weak at walking the walk back in the work system, which is where it really matters.