Self-awareness is essential, and self-reflection is the key to gaining it. But awareness on its own isn’t enough.  

How many times have you heard someone say, “I know I need to change,” yet nothing shifts? Maybe you’ve even said something similar yourself.  

Leaders aren’t always aware when they’re being overly reactive, caught in the details, or avoiding difficult conversations, but their teams feel it. They notice when trust is low and communication starts to break down. Recognising the issue is just the first step.  

The real transformation happens when insight leads to action and that’s where behaviour change coaching becomes a game-changer.  

The Missing Link in Most Coaching Programs  

Many coaching approaches stop at awareness. They deliver a great psychometric report, a few compelling insights, and maybe even an inspiring conversation. But without a structured follow-through, the momentum stalls and nothing actually changes.  

What makes Steople’s coaching approach different is our commitment to helping clients move from insight → clarity → action → reinforcement. We don’t just coach for awareness; we coach for lasting and meaningful change.  

Applying the Model: How Behaviour Change Coaching Works  

Let’s look at how the Steople Positive Behaviour Change Model shows up in practice.  

Case Example: From Micromanagement to Empowerment  

Rajini, a senior leader in an accounting firm, scored highly on drive and analytical thinking, but struggled with delegation and trust. Feedback from peers described a tendency to “take over” and “get in the weeds.”  

Stage 1: Awareness  

Psychometric data and 360° feedback helped Rajini recognise this pattern and its unintended impact: disempowering their team.  

Stage 2: Desire 

 With support from their coach, Rajini connected this behaviour to their identity as a “problem-solver”, realising that holding on too tightly was limiting both team growth and strategic focus.  

Stage 3: Skill-Building  

Together with their coach, Rajini practiced setting clearer expectations, using coaching-style questions, and holding space during team check-ins.  

Stage 4: Practice 

Over eight weeks, Rajini committed to stepping back in meetings and allowing direct reports to present updates. Rajini journaled their reflections and shared progress with their coach.  

Stage 5: Feedback  

Midway through, Rajini invited feedback from team members, who noticed a shift in tone in Rajini’s approach and letting go of tasks. This validation was a key motivator for Rajini to continue practising these new skills.  

Stage 6: Measurement  

By the final session, Rajini self-rated against the behavioural goal of “delegates appropriately” and tracked improvements in team engagement survey scores.   

Outcome: 

Rajini increased delegation and team accountability, which provided them more time for strategic focus. This was a real and noticeable positive shift in behaviour, which is measurable and meaningful.  

Coaching as a Catalyst, Not a Crutch  

At Steople, we don’t create dependency on coaching. We create self-generating growth. The coach acts as a catalyst, challenging thinking, introducing tools and resources, and holding space for reflection. But ultimately, the power lies with the coachee.  

Using our Steople model, leaders learn how to:  

• Translate feedback into action  

• Reinforce new habits through repetition  

• Build their own accountability loops  

• Measure their growth in ways that align with business goals  

• Make changes that are meaningful to the leader and impactful to others 

What Makes Steople Coaching Stick?  

      ✔ A psychologically grounded model  

      ✔ Personalised behavioural goals  

      ✔ Real-time practice and feedback  

      ✔ Organisational alignment  

      ✔ Measurement over time  

      ✔ Great relationships between coach and coachee  

It’s this holistic approach that enables Steople to drive meaningful and measurable behaviour change across all levels of an organisation. 

Up Next 

In the final article of this series, we’ll explore how to scale this impact: embedding a culture of feedback, growth, and continuous development at the team and organisational level. 

Curious how coaching could shift behaviour—and culture—in your business? 
Contact us to learn more.