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Client Case Studies
Discover how we partner with leaders and teams to unlock potential, drive transformation, and achieve meaningful impact through real-world case studies.
​$6bn Global Research Organisation
This case study explores how Impactful Coaching, in partnership with a global research and data company, used The GC Index® to understand the diverse impacts of Chief Information Officers (CIOs) in the UK. The GC Index® is a tool that assesses individuals based on five key proclivities—Game Changer, Strategist, Implementer, Play Maker, and Polisher—focusing on where people naturally make impact rather than on expertise or personality.
Analysis of 55 CIOs revealed varied strengths, with Implementers and Play Makers most common, and highlighted how organisational size and gender influence dominant leadership styles. Female CIOs tended to score higher as Implementer-Strategists, often due to the need to demonstrate productivity in traditionally male-dominated roles.
The study shows that understanding these proclivities fosters better self-awareness, optimises team dynamics, and aligns leadership with business strategies, enabling organisations to build high-performing, diverse teams and drive continuous improvement
£10m Boutique Tech Consulting And Commercial Advisory Firm
A global technology consultancy, renowned for supporting large-scale technology implementations and transformation programs, partnered with Impactful Coaching to improve team collaboration, communication, and leadership awareness.
Leveraging The GC Index®, the consultancy conducted individual team assessments and one-on-one reviews, providing each member with a detailed impact profile improving individual self-awareness.
Key outcomes included clearer project and programme planning, improved meeting alignment, and better resource management. It also enabled leadership to better understand their people and align teams to key client requirements improving customer satisfaction and contributing to extended contracts and sales.
The GC Index® insights continue to be instrumental in the organisations' talent strategy, including recruitment, development and retention, ultimately optimising performance and impact across project lifecycles.
£8bn Transport & Logistics Company
The CIO of a leading £8bn organisation sought to reshape and redefine the technology leadership team to accelerate collaboration, communication, and alignment with both IT operations and a large-scale transformation programme.
Using The GC Index®, individual assessments and one-on-one reviews provided each leader with a detailed impact profile, laying the groundwork for an effective group workshop.
Notably, every team member scored highly as Strategists, indicating a collective need for clarity on vision and direction. The GC Index® analysis highlighted strengths in communication and collaboration, but a potential risk of low Implementer energy, essential for translating plans into tangible outcomes. Discussions focused on leveraging team strengths, clarifying strategic direction, and bridging gaps in implementation.
Leaders recognised the value of extending GC Index® insights to their own teams, aiming to enhance motivation and contribution across the organisation. This targeted approach equipped the leadership team to proactively engage with stakeholders, deliver both operational excellence and innovation, and foster a more unified, strategic culture as they navigated ongoing change.
£9m Revenue Series B Technology Firm
I was engaged by the CEO of a Series B technology company to address dysfunction within his leadership team, which was plagued by poor decision-making, ineffective communication, and frequent conflict. The team sought to work more cohesively to achieve the company’s goal of a major event or sale within two to three years.
My approach began with individual assessments, followed by a team workshop centred around the GC Index energy profiles. This process revealed that while team members believed their differences were causing friction, their real challenge lay in their shared “polisher” energy—leading to high expectations of perfection but a lack of aligned standards for excellence.
By understanding their collective strengths and energy dynamics, the team improved communication, collaboration, and accountability. This ultimately helped them function more effectively together and better support the organisation’s strategic objectives.