Content alone doesn't change behavior. The course builds the skill, CAMindex™ measures where your team stands and re-measures the shift, and the action plan turns it into daily reps in the real work — each piece reinforcing the next, until what your leaders learn becomes how they lead.
Course2 of 4 lessons
Pre-work: why coaching is the lever
2Coaching tools
3Coaching practice
4Coaching plans
Half-day, or self-paced
AssessmentCAMindex™
My manager helps me think through problems instead of handing me the answer.
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Baseline + 90-day re-test
Action plan4-day streak
Replace one directive with a coaching question each day.
90 days, in the real work
Hours of learning, not weeks of meetings — the change happens in the 90 days after.
What your team walks away with
Managers who coach instead of dispatch the task.
A shared model for when to direct and when to develop a person.
Accountability that holds without you in the room.
Who it's for
Does any of this sound familiar?
You are the bottleneck for every decision.
Telling people what to do hasn’t made them think.
Accountability slips the moment you step away.
Your managers manage tasks, not people.
You can’t show coaching actually moved performance.
It plots when to direct and when to develop, so a manager knows which move actually transfers ownership in the moment.
Developed by Dr. Timothy R. Clark.
The agenda
What you'll cover.
01
Pre-work: why coaching is the lever
Five short videos establish the business case for coaching, the difference between modeling and coaching, and psychological safety as the prerequisite — so the live session starts in application, not theory.
02
Coaching tools
Diagnose your own coaching with the Coaching Skills Cycle, the Coaching Box, and your derailers, so you see where you over-direct and where you under-coach.
03
Coaching practice
Build the moves — Tell-to-Ask, the question funnel, B.I.G. feedback, and task-to-outcome accountability — and practice them in real scenarios.
04
Coaching plans
Place each report on the Coaching & Accountability Matrix™ using coachability and patterns of deflection, then write a coaching plan for every person.
05
Implementation and re-measure
Leave with a personal action plan and 12 months of digital workbook access, then re-take the CAMindex™ to track movement one box forward.
Every cohort takes CAMindex™ as a baseline and again after — self and external — so you can see the behavior change by dimension, not just course completions.
CAMindex™ · individual results
73 overall
Baseline90-day re-testself & external
The Coaching Skills Cycle+9
The Coaching Box+14
The Coaching Continuum+11
Task-to-Outcome Accountability+16
The Coachability Framework+13
The Coaching & Accountability Matrix™+10
Sample item
My manager helps me think through problems instead of handing me the answer.
12345
FAQ
Questions buyers ask.
What is accountability training?
Accountability training teaches managers how to set clear expectations, match the level of accountability to each person's capability, and follow through without hovering. The Matrix pairs it with coaching on purpose — accountability without development reads as pressure, and coaching without accountability rarely changes performance. Leaders learn to pitch accountability at the task, process, or outcome level and raise it as a person earns autonomy.
How do you hold employees accountable without micromanaging?
By separating the level of accountability from the amount of supervision. Accountability training for employees usually fails when managers equate follow-through with constant check-ins. The Matrix teaches a different move — agree on whether you're holding someone to a task, a process, or an outcome, coach to build the capability that level requires, and step back as they earn the next one. Ownership transfers; hovering doesn't.
What's the difference between coaching and managing?
Managing directs the work; coaching transfers the thinking. A manager who only manages assigns tasks and checks status — and stays the bottleneck. A manager who coaches asks the questions that build judgment, so the next decision doesn't have to come back to them. The Coaching Continuum makes the choice explicit — direct when stakes are high or capability is low, ask when you're building critical thinking.
How is this different from another coaching course, or a workshop we could build ourselves?
It is a system, not an event. It integrates two levers most programs treat separately — coaching and accountability — into the proprietary Coaching & Accountability Matrix™, anchored by the CAMindex™ assessment and focused on observable leader behavior rather than concepts you cannot measure.
How do we know it will stick?
Behavior is measured, not assumed. Each leader sets a CAMindex™ baseline, applies the matrix to real direct reports in the flow of work, and re-takes the assessment later — so you can see movement instead of inferring it.
How does it scale and fit our stack?
It runs live-virtual, on-demand, or in person, and the assessment and digital workbook live on leaderfactor.app with org-level reporting, so L&D can administer cohorts and see CAMindex™ results across the organization.
Get started
See Coaching & Accountability on your own team.
Join a free Skill Preview — the assessment, the framework, and an action plan in one hour. No commitment, just clarity.
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