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Unlock your people’snext level ofperformance

Torch tailors your business goals to a curated coaching program, pairing teams and individuals with sector-proven leaders

Explore the Tripadvisor story

83% of coached respondents reported large or very large progress towards their goals.

Trusted by leaders to light their way

Customer logos: Airbnb, FICO, Reddit, Contentful, AppFolio, PlayStation, Waymo, Barracuda, Accenture, Couchbase, Twitch, Ubisoft, Zendesk, Unity, Tripadvisor, Mattel, AppLovin, HelloFresh, Best Buy, Nebius, Morningstar, CrossCountry Consulting.

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What is High Performance Coaching at Torch?

High Performance Coaching utilises our very best coaches to help unlock group, team and individual velocity. Whether it is in-person group facilitation for a cross-functional audience, a single coach working with an entire team across formats, or individual coaching at scale, Torch will work with you to outline the best program to fit. TripAdvisor’s case provides a study into what such a program can bring.

Start with the work you want to change: clearer priorities, better delegation, stronger feedback or more effective collaboration. Coaches help leaders work on the habits behind those goals. Tripadvisor’s story below concerns individual coaching; team and group coaching are options for a program designed around your organization.

How performance coaching was shaped for Tripadvisor.

Tripadvisor’s leaders wanted development that felt personal, relevant and possible to fit into a demanding working week.

The pilot supported directors through executives across functions. Individual coaching complemented Tripadvisor’s existing development programs, with assessment feedback, personal goals and space to work through live leadership challenges.

The performance story is in what people did next: how they delegated, where they focused, and how they worked with their teams.

How the coaching worked

Progress you can see.

Goals & development

  1. Large or very large goal progress

    83% of respondents.

  2. Coaching was a valuable use of time

    94% of respondents.

  3. Strongly agreed: a good investment in growth

    89% of respondents.

Work & team outcomes

  1. Improved team relationships

    50% of respondents.

  2. Delegated more tasks

    44% of respondents.

  3. Focused on key business priorities

    39% of respondents.

  4. Coached and mentored more often

    39% of respondents.

  5. Made more time for deep work

    33% of respondents.

  6. Reported change in individual work performance

    44% of respondents.

  7. Reported change in influencing others

    56% of respondents.

  8. Reported change in effective communication

    33% of respondents.

Program experience

  1. Executive program NPS

    85 NPS points.

  2. Core program NPS

    78 NPS points.

  3. Executive coach rating

    4.85 / 5 coach rating.

  4. Core coach rating

    4.7 / 5 coach rating.

NPS reference thresholds

  1. >0Good
  2. >20Favorable
  3. >50Excellent
  4. >80World-classQualtrics general NPS guidance places world-class above 80. Not a coaching-specific benchmark.

Source: Qualtrics NPS guidance. General guidance, not a coaching-specific benchmark. Full NPS scale: −100 to +100.

Positive NPS range: 0–100. Coach ratings: out of 5.

Participant-reported results from Tripadvisor’s coaching program.

“my coach has had a positive lasting impact on my behavior and outlook on things in work and life”
Tripadvisor executive coaching participantProgram feedback
“My coaching experience with [my coach] has been fantastic in clarifying challenges and determining approaches to overcome them.”
Tripadvisor executive coaching participantProgram feedback

How the coaching unfolded with Tripadvisor.

Making the development personal. Making the practice practical.

Stock photographs illustrate these coaching themes; they do not show Tripadvisor participants or program sessions.

  1. Start with the leader.

    Tripadvisor leaders used assessment feedback and their own goals to identify where they wanted to grow. Coaching conversations helped them explore strengths, blind spots and development priorities relevant to their responsibilities.

    Assessment feedback + personal goals

  2. Work on the real work.

    The program included two 60-minute coaching sessions per month. Leaders had space to examine live challenges, question familiar patterns and work out a different approach. Development goals included balance, presence, structure and developing others.

    One-to-one sessions + practical action

  3. Identify and celebrate changes in real work.

    The impact survey asked what participants were doing differently: delegating more tasks, focusing on business priorities and building stronger team relationships. These were tangible changes leaders could describe in their everyday work.

    Reported behavior + work outcomes

  4. Capture insights throughout the program.

    Progress check-ins and an end-of-coaching survey captured development, goal progress and changes at work. Together, they created a record of program value for talent and senior leadership to review.

    Regular feedback + evidence of value
Tripadvisor

The perspective of Tripadvisor’s program team

Coaching has been a game changer.
Amy WeinerSenior Organizational Development & Leadership Specialist, Tripadvisor

What would better performance look like in your organization?

Start with what teams experience: decisions that keep returning to the manager, feedback that arrives too late, or commitments nobody owns. Coaching gives leaders room to practise a different response and review what changes.

  1. Set the strategic priority.

    Connect one business priority to a visible management habit, such as clearer delegation, timely feedback or decisions that stay with the team.

  2. Choose the coaching mix.

    Combine individual, high-performance team and group coaching around the people and work that will move that priority forward.

  3. Find the right chemistry.

    Torch’s chemistry specialist helps match coach experience, qualifications and style to each participant or team’s industry, culture and goals.

  4. Launch with dedicated support.

    A dedicated Customer Success Manager orients participants and launches the program, with optional Spark AI supporting practice between human coaching sessions.

  5. Review progress and value.

    Combine pre- and post-program behavior feedback, behavioral-science measures and participant accounts to review delegation, feedback and shared accountability.

  6. Observe results in real work outcomes.

    Review agreed business measures alongside examples of changed behavior to see what is translating into everyday work.

Experienced leaders. Worth your leaders’ time.

  • Every coach is ICF-credentialed
  • At least five years of coaching experience
  • Industry leaders with first-hand experience
  • Many doctoral-qualified psychologists and therapists
  • Matched to leaders and their responsibilities
Meet our coaches

  • Coach Sandeep

    Led businesses at Gap Inc. and Mars before coaching C-suite leaders and founders. MBA, Georgetown.

    Previously at
    Gap Inc. Mars The Body Shop

  • Coach Evelyn

    Former CEO of The RNA Society and COO of Parkinson Wellness Recovery. PhD, Cornell.

    Previously at
    RNA Society Parkinson Wellness Recovery American Chemical Society

  • Coach Rafal

    Former Chief Learning Officer at Deloitte Switzerland and Vice President at Barclays. ICF Master Certified Coach.

    Previously at
    Deloitte Barclays JP Morgan

  • Coach Sheryl

    Former Executive Vice President at Wells Fargo and Managing Director at Barclays.

    Previously at
    Wells Fargo Barclays UBS

  • Coach Jorge

    Former CEO of Axion Energy, a BP joint venture, and SVP of Global Strategic Partnerships at BP.

    Previously at
    Castrol BP Axion Energy

  • Coach Sophia

    Former Vice President and Business Unit CFO at Kraft Heinz.

    Previously at
    Kraft Heinz Procter & Gamble Walker & Company

  • Coach Jon

    Former Partner at Bain & Company and The Bridgespan Group.

    Previously at
    Bain & Company The Bridgespan Group Bannock Consulting

  • Coach Shirley

    Former Chief People Officer at Zadara and Callisto Media. PhD, Organizational Psychology.

    Previously at
    Zadara Callisto Media

  • Coach Andrew

    Former Chief Technology Officer at Parametric and COO at Synoptic Data.

    Previously at
    Parametric Microsoft Synoptic Data

  • Coach Anita

    Former Partner in Accenture's global strategy practice and Head of Innovation at KPMG Strategy.

    Previously at
    Accenture KPMG

  • Coach Shamar

    Led coaching and development programs at AvidXchange and GEICO. U.S. Navy veteran.

    Previously at
    AvidXchange GEICO U.S. Navy

  • Coach Marie

    Former Head of Commercial Excellence at Merck and Head of Marketing at Novartis.

    Previously at
    Novartis Merck

  • Coach Kevin

    Former VP of Product Management at BILL and Head of Global Product Marketing for QuickBooks at Intuit.

    Previously at
    BILL Intuit LinkedIn

  • Coach April

    Former Director of R&D at Johnson & Johnson. PhD, Organizational Leadership.

    Previously at
    Johnson & Johnson OraPharma Delaware Valley University

  • Coach Don

    Former Executive Vice President and COO at Gateway Ticketing Systems; led IT at Universal Orlando Resort and Walt Disney World.

    Previously at
    Gateway Ticketing Systems Walt Disney World Universal Orlando Resort

  • Coach Catherine

    Former APAC Chief Strategy Officer at Siemens Industry Software and regional director at IBM.

    Previously at
    Siemens IBM Cisco Systems

  • Coach Frank

    Former VP of Professional Services for North America at Unit4 and VP of Customer Success at Actifio.

    Previously at
    Unit4 SAP SuccessFactors Actifio

  • Coach Vanessa

    Former Chief Human Resources Officer and Chief Operating Officer. Executive coaching certificate, Columbia University.

    Previously at
    Michaud Cooley Erickson Wayside Recovery Center Control Data Corporation

  • Coach Jeff

    Former President of Healthcare Solutions at Budco Financial and VP of Marketing and Product Development at Dialog Direct.

    Previously at
    Budco Financial Dialog Direct

  • Coach Andrea

    Former Senior Director of Direct-to-Consumer Marketing at Procter & Gamble.

    Previously at
    Procter & Gamble PayPal

Frequently asked questions about performance coaching.

Who is performance coaching for?

This solution is for talent and learning teams developing managers, directors and senior leaders whose day-to-day leadership affects how work gets done. The starting point is a specific development need, such as delegation, prioritization or feedback, rather than an assumption that every leader needs the same intervention.

How is coaching different from performance management?

Performance management sets expectations, reviews results and establishes accountability. Coaching gives a leader dedicated space to examine how they work, practice a different approach and pursue development goals. It can complement performance management, but does not replace clear expectations, sound team design or the manager’s responsibilities.

How would we measure performance improvements?

Agree the goals and evidence before the program begins. Review participant progress and before-and-after 360 feedback alongside any relevant business measures your organization can supply. Separate self-reported change, observed behavior and business results. A financial-return claim requires additional cost, benefit and attribution analysis.

What does Tripadvisor’s 83% result mean?

It is the share of coached respondents who reported large or very large progress towards their development goals. It is not an 83% increase in team performance, revenue or productivity. The additional results on this page describe participants’ reported changes and program experience, rather than a controlled estimate of business impact.

When should we choose individual coaching or team coaching?

Choose individual coaching when the development need sits with a particular leader. Consider team coaching when performance depends on how the manager and team work together. Group coaching brings people together to learn across roles or functions. Agree the format around the work and relationships that need to change.

How did coaching fit into Tripadvisor’s working week?

The individual coaching program offered two 60-minute sessions per month, supporting leaders from director level through to executives. Participants brought live challenges to coaching alongside assessment feedback and development goals. That describes Tripadvisor’s program, not a fixed schedule required of every Torch customer.

What is Torch?

Torch is a leadership coaching and alignment platform for talent teams in mid-market and enterprise organizations. It pairs experienced human coaches with optional Spark AI to help leaders practice new ways of working and review progress against goals connected to their organization’s priorities.

What will your leaders do differently a year from now?

Let’s start with the work you want to change.

Become a Torch Changemaker:

Request your consultation