Trainings

Coaching Chapter Leads: Building Learning Leadership

Coaching leaders is always a rewarding experience, and working with an international team of chapter leads at one of our partner companies in the industrial space was no exception. Over five interactive online sessions, each two hours long, we explored practical tools to help them lead learning better in their roles. The goal was to provide real, actionable methods they could implement immediately, focusing on topics such as feedback, coaching techniques, and retrospectives.

A practical and engaging learning experience

The sessions were designed to be highly interactive, with breakout rooms playing a key role in keeping participants engaged and active. Group work in smaller rooms enabled deeper discussions, allowing everyone to participate and reflect on their own leadership style. As one participant noted, “group work in rooms is stimulating and forces participation.” Throughout the sessions, we focused on providing practical tools that could be applied directly to their roles. One participant shared that they appreciated “getting some tools in my new chapter lead role for leading persons.” The mix of conversations, AI activities, and exercises made the learning process feel closely tied to real-life leadership challenges: “The conversations, methodology, and exercises were closely related to real cases.”

Coaching as a mindset shift

Beyond just methods and frameworks, the program encouraged a shift in mindset—moving from giving direct answers to supporting team-driven problem-solving. One participant reflected how

“The topics of the course are applicable even outside of work and in situations where I’m not formally a leader. It opened my eyes to the fact that it’s not always best to give direct answers but more developmental to let others come up with their own solutions.”

Coaching as a leadership tool was a key theme, and the participants appreciated how the structure of the course reinforced it. As one noted,

“Coaching as a topic is interesting, and the material and approach in this course supported this well.” This approach not only provided immediate techniques but also encouraged long-term growth and adaptability in their roles.

Encouraging reflection and behavior change

A major takeaway for many was the opportunity to reflect on their own leadership styles and consider how they could change their behavior to be more effective managers. One participant shared,

“The training gave some food for thought on how I can change my own behavior and style as a manager.” Another highlighted the usefulness of example cases in bringing theory into practice.

Looking ahead

By the end of the program, the chapter leads had gained practical tools and a deeper understanding of how to build and sustain learning cultures within their teams. The interactive format, combined with hands-on exercises and discussions, ensured that the experience was engaging and directly applicable to their daily work. As they take these learnings forward, their ability to lead learning within the company will only continue to strengthen.

My Personal Experience with Coaching

I’ll be honest: when I first started at Splended, I didn’t really understand what I was in for. I thought I could figure things out on my own, like many founders do. But as the company grew and the complexity of my role expanded, I realized that having an objective, experienced guide to lean on wasn’t a luxury—it was essential.

As a founder, leader, or CEO, you’re often expected to have all the answers. You’re the driving force behind your company’s vision, the one people look to for direction and confidence, especially in times of uncertainty.

Coaching has helped me not only manage the stresses of founding a company, but also learn a more empowering way to talk to myself. It’s provided me with clarity when I’ve been overwhelmed, support when I’ve felt uncertain, and the confidence to lead my company through both the smooth and turbulent times.

But let’s be real: Building a business is a complex, unpredictable undertaking. I’ve been there. I am there, right now, in fact. The road from an idea on paper to scaling a business stage by stage is full of highs, lows, and countless pivots—and it’s often more stressful than we care to admit.

The Challenges of Developing a Business Stage by Stage

When you start a business, everything is fresh, exciting, and full of potential. You’re immersed in the whirlwind of creativity and possibility. But as you start moving from concept to reality, challenges emerge. Early-stage startups face hurdles like validating the product-market fit, securing initial funding, and finding the right talent. You wear many hats, from being the visionary to the marketer, developer, and salesperson.

Then comes the growth stage. At this point, it feels like you’re sprinting while juggling—managing scaling, customer acquisition, cash flow, and team dynamics. The stakes get higher, the complexity increases, and suddenly, what worked in the early stages no longer does. The weight of responsibility grows heavier, and decision fatigue sets in. You’re no longer just building a product; you’re building a company.

Throughout these stages, one thing becomes clear: “the skills that got you here won’t necessarily get you there”. Leadership in a startup evolves as quickly as the company itself. This constant pressure and need to adapt can leave founders feeling isolated, overwhelmed, and burnt out. I’ve seen it happen to so many, and I’ve sometimes felt it myself. That’s why I’m a firm believer in the power of coaching for startup leaders.

Why Coaching Matters for Founders and Leaders

Coaching offers something that founders don’t always get from investors, mentors, or even peers—a safe, objective space to reflect, explore challenges, and grow as a leader. Here’s why I believe it’s so valuable:

Clarity and Focus

As a founder, you’re inundated with decisions, from strategic directions to daily operational issues. It’s easy to lose sight of the bigger picture in the chaos. A coach helps you step back, regain clarity, and prioritize what matters most. Coaching provides you with structured time to reflect on your vision, make intentional decisions, and focus on the areas that will drive the business forward.

Emotional Support and Resilience

Founding a startup can be a lonely endeavour, especially as the company grows and you take on more responsibility. The stress of managing a team, securing funding, and scaling quickly can take a toll on your mental health. A coach helps you build emotional resilience, providing a space to discuss the stresses and emotions that come with leadership. In my own experience, having someone to talk to about the weight of sales and productization has been invaluable in maintaining my energy and focus.

Improving Leadership Skills

I’m sure we all aspire to be great leaders. In the early days, you might have led a small, tight-knit team, but as you scale, you need to become more strategic and less operational. Coaching helps you develop the leadership mindset needed for each new phase of growth—whether that’s improving communication, learning to delegate more effectively, or managing larger, more diverse teams.

Devilish Uncertainty

Startups thrive in uncertainty, but that doesn’t make it any less daunting for those at the helm. Whether it’s dealing with market shifts, competitive pressures, or internal challenges, leaders must constantly make decisions with incomplete information. A coach can help you alleviate that uncertainty by acting as a sounding board, challenging your assumptions, and guiding you toward more thoughtful, strategic decisions.

Personal Growth

One of the biggest lessons I’ve learned as a CEO is that personal growth goes hand-in-hand with business growth. As you stretch yourself to lead a company through its various stages, you’re inevitably going to face personal challenges—whether it’s overcoming imposter syndrome, handling conflict, or managing stress. Coaching helps you grow not only as a leader but as a person, providing you with tools to better understand your strengths, weaknesses, and blind spots.

Coaching Isn’t a Quick Fix—It’s a Long-Term Investment

If you’re a founder or leader in the middle of a growth phase, I encourage you to consider coaching. It’s not a quick fix for the challenges you’ll face, but it is a long-term investment in your ability to grow your business and lead with confidence.

At Splended, we’re all about supporting founders in the tech space. I know firsthand how eye-opening coaching can be, and I believe that, like me, you’ll find the support and growth you need to open your startup’s next chapter.

Change Initiative: Splended’s Impact on a DevOps Implementation

At Splended, we’re all about blending technical expertise with coaching to make change more manageable, especially when tackling complex challenges. Recently, we partnered with a team of four DevOps key users at a Finnish forest company’s IT department to coach them on the technicalities of DevOps and agile methodologies, aiming to establish new ways of cooperation and implement more widespread sprint planning. The goal? To enhance transparency on workload and improve operational efficiency.

Why this change?

Initially, teams were hesitant to embrace DevOps practices, resulting in resistance to change. To drive change effectively, the leaders selected four key users to undergo training and act as trusted advisors for technical inquiries. This project’s ownership was strategically placed among those most in need, employing a bottom-up approach to address the challenge.

How did we support the team of key users?

Firstly, we meticulously analyzed the current status quo by interviewing the key users, while Jani Nevalainen, our technical expert and the co-founder at Mallow, conducted a technical discovery of their existing DevOps environment. Subsequently, we compiled a report and discussed it with the project leaders.

What was our approach?

Picture a series of engaging coaching sessions led by me, Splended’s CEO, Marjut Sadeharju, and Jani who was responsible for the technical aspects of DevOps, while Marjut coached the key users to become confident advocates for global DevOps implementation. These key users were to assist teams across various locations in initiating sprint planning using a unified and aligned approach. Jani also answered any questions that arose on a Teams channel so that future users can keep on learning after the project. This channel will also facilitate questions between the key users and the wider community.

After three months of training and coaching sessions, we conducted interviews with the participants to assess the outcomes.This is an ongoing process of development and improvement, but the feedback was promising. One of the key users commended Marjut for her exceptional change coaching abilities throughout the sessions. And as for Jani? Let’s just say his expertise served as a guiding light, and his wealth of knowledge proved indispensable in the project. “A very pleasant and interesting course with accommodating coaches, willing to train employees in the subject. The training turned out to be very dynamic, as much was unclear from the company’s side initially”, commented one key user in their feedback.

What truly shone through was the trust and openness we were able to establish with the key users. We were there every step of the way, ready to address any obstacles. It was a partnership built on mutual respect and a shared commitment to learning and development, aimed at making tangible changes for all IT team members.

At Splended, we take pride in meeting our partners where they are and guiding them towards success with expertise and empathy. Whether you’re just dipping your toes into DevOps or you’re ready to take the plunge, we’re here to support you every step of the way.