Unlocking Leadership Potential @ myPOS Case Study
"Leadership is not just a position; it's a continuous journey of growth, self-awareness, and adaptation."
This philosophy guided our partnership with myPOS, a leading European payment solutions provider dedicated to innovative payment solutions.
Developing effective leadership is crucial for sustainable growth. This article explores how our collaboration transformed their leadership capabilities through a comprehensive training and coaching program. Over two months, CoTransition guided 35 team leaders through a journey of personal and professional development, helping them become inspirational leaders capable of navigating change and driving team performance.
The program combined structured group training with personalized coaching sessions, incorporating transformational leadership assessments and practical tools that leaders could immediately apply. The results were enhanced collaboration, more effective team management, and leaders equipped to guide their teams through organizational changes with confidence and clarity.
The Background
myPOS is an innovative payment service provider offering an integrated solution for accepting electronic payments. As part of the competitive fintech industry, the company has experienced significant growth in recent years, expanding both its market reach and internal team structure.
As a rapidly growing company dedicated to innovative payment solutions, myPOS recognized the need to strengthen their leadership capabilities to support their expanding IT teams. This growth created a new challenge: many high-performing specialists were promoted to leadership positions and having their technical expertise they needed some help with formal leadership training. The company knew that in order to maintain their competitive edge and sustain growth, they needed to invest in their leadership pipeline. myPOS’s proactive approach reflects a growing recognition: technical fluency must be matched with emotional fluency to build scalable, resilient teams.
The leadership team at myPOS approached us with a clear goal: help technically-skilled managers become better leaders who could inspire their teams, navigate change effectively, and maintain the agile culture that had fueled their success.
Challenge Identification
Through initial discovery sessions with the myPOS C-levels, HR department, as well as several focus group sessions with the participants, we identified several key leadership challenges:
Many new leaders struggled with the shift from being individual contributors to team leaders, often continuing to focus on technical tasks rather than people development.
In the fast-paced fintech environment, leaders needed to effectively guide their teams through constant change while maintaining productivity and morale.
Technical experts often struggled with clear communication, particularly around difficult conversations and providing constructive feedback.
Many leaders were reluctant to delegate, creating bottlenecks and hindering team development.
Without formal training, leadership styles varied widely across the organization, creating different employee experiences.
Leaders lacked clear insights regarding their own individual leadership strengths and development areas.
There was a necessity to address individual leadership questions and challenges through personalized coaching support.
A preliminary leadership assessment revealed that while myPOS leaders excelled in technical knowledge and problem-solving, we had the opportunity to support them with topics like emotional intelligence, change management, and team development skills—precisely the areas needed for the company's next growth phase.
Methodology and Approach
Based on the identified challenges, we designed a comprehensive leadership development program structured around five key pillars:
Our Journey Framework:
Establishing leadership identity and differentiating between management and leadership
Developing skills to nurture team talent and potential
Building self-awareness and emotional intelligence
Enhancing communication effectiveness, especially during change
Equipping leaders with tools to guide teams through transitions
Program Components:
Our collaboration with myPOS aimed to:
Provide clear insights into individual leadership styles using the Transformational Leadership Style Assessment
Develop personalized leadership development plans
Address specific leadership challenges through tailored one-on-one coaching
The program consisted of several integrated components:
Assessment: Each of the 35 participants completed a Leadership Style Assessment to create a personalized development baseline and provide clarity on leadership strengths and opportunities for growth.
Leadership Style Assessment
Group training: Two full days of interactive workshops covering the core leadership curriculum, with small groups (10-12 participants) to ensure high engagement and personalization.
Practical tools: Templates for feedback conversations, change management, and team development that leaders could immediately implement.
Individual coaching: Leaders prepared personalized questions and identified specific areas they wanted to address during their coaching sessions. One-on-one sessions were used to discuss assessment outcomes, address specific challenges, interpret results, and create robust personal development plans with actionable next steps.
Digital learning resources: A dedicated online platform where participants could exchange ideas, access additional resources, and continue learning between sessions.
Digital learning resources
The program was designed to be highly practical, with each concept directly applicable to the participants' daily leadership challenges. Each module included role-playing, case studies, and action planning to ensure learning transfer.
The Coaching Journey
The leadership development journey unfolded over two months, allowing participants to learn, practice, reflect, and refine their leadership approaches.
Kickoff and Assessment
We began with individual assessments to help leaders understand their current leadership styles and identify growth areas. The Transformational Leadership Style Assessment provided insights into each leader's tendencies across eight leadership dimensions, from laissez-faire to intellectual stimulation.
Workshop Experiences
The group workshops created a safe space for leaders to explore new concepts and practice skills. Particularly transformative were the sessions on:
Leadership Identity: Leaders gained pivotal clarity in differentiating operational management from people leadership—an insight that reshaped how they approached delegation, strategic alignment, and team growth.
Emotional Intelligence: Using the "Hot Buttons" tool, leaders identified their emotional triggers and developed strategies to manage reactions during challenging situations.
Change Leadership: The models we used helped leaders understand the human side of change, recognizing that resistance is a natural part of the process that requires empathy and clear communication.
Time Management: We discussed the importance of managing not just productivity but also their own time and energy. Leaders began to reallocate attention toward high-leverage activities — such as strategic thinking, team development, and coaching.
Giving & Receiving Feedback: Our sessions introduced structured approaches to both giving constructive, actionable feedback and receiving feedback openly without defensiveness. Leaders practiced feedback dialogues using real examples.
Individual Coaching Sessions
The one-on-one coaching sessions provided tailored guidance for each leader's unique challenges. For example:
A technical team leader who struggled with delegation worked on building trust and creating development opportunities for team members.
One emerging leader grappling with impostor syndrome learned to reframe self-doubt into developmental curiosity, boosting both her presence and peer credibility.
A seasoned leader navigating a difficult organizational change received support in communicating effectively and managing team resistance.
Time management was reframed not as task optimization, but as leadership prioritization—helping participants shift from reactive firefighting to proactive strategic focus.
Throughout the program, we emphasized practical application. Each participant created a personal leadership development plan with specific actions tied to their team's current challenges.
Lessons Learned
Our experience with the myPOS leadership program provided us with some valuable insights about effective leadership development.
A key insight was the importance of addressing both the "mindset" and "skillset" aspects of leadership. Without addressing limiting beliefs (like "I need to know all the answers" or "asking for help shows weakness"), the technical skills alone wouldn't create lasting change. While many leadership competencies matter, communication skills proved to be the greatest multiplier of effectiveness. Leaders who could articulate vision, provide clear feedback, and have difficult conversations created notably higher team performance.
Full testimonial is here
We observed that the most challenging aspect for many participants wasn't learning new skills, but reimagining their professional identity from "expert who does the work" to "leader who enables others." While group workshops established common frameworks and vocabulary, the one-on-one coaching sessions were where the deepest transformations occurred. Leaders needed this safe space to explore personal challenges and receive tailored guidance. The Transformational Leadership Assessment created a powerful foundation for development by providing leaders with objective insights into their current approaches. This self-awareness was often cited as the most valuable starting point for growth.
Leaders who developed greater emotional self-awareness were significantly more effective at guiding their teams through uncertainty. Tools like the "Hot Button" technique provided practical ways to manage emotional reactions during change. We found that the combination of assessments, group learning, and individual coaching created a powerful synergy that accelerated development in ways that any single approach couldn't achieve alone.
Conclusion: The Road Ahead
The leadership development initiative with myPOS has demonstrated the profound impact of professional coaching combined with transformational leadership insights. By empowering leaders through clarity and tailored support, myPOS is now better positioned to thrive and innovate, driving lasting business success.
The leadership program demonstrated that targeted leadership development can create significant organizational impact, even within a relatively short timeframe. By equipping leaders with both conceptual understanding and practical tools, the program helped transform technically-proficient managers into well-rounded leaders capable of driving team performance and navigating change.
This article illustrates that with the right approach, organizations can significantly accelerate leadership development, turning technical experts into inspirational leaders who drive both team engagement and business results.
Note: This case study focuses on the leadership development methodology and outcomes while respecting client confidentiality. Some details have been generalized to protect proprietary information.
