Buying Coaching Programmes

The most cost effective way to buy coaching is when there is a group of 4 or more employees in your organisation needing development. We have developed programmes for Senior Managers using coaching instead of a series of courses. We are then able to hold 3 or 4 coaching sessions per day, maximising the coach's time for the daily fee.

Coaching can be bought to support employees after training and can be built into learning & development programmes, e.g. Graduate Development, Management Development.

2008 Prices

£1200 + VAT per day for up to 4 coaching sessions - team member and manager level
£1900 + VAT per day for up to 4 coaching sessions - director level

Starting our Coaching Relationship

We will agree the objectives you want to achieve from Coaching at an initial meeting. If your organisation is arranging the coaching, we strongly recommend that a meeting is held between our Coach, the Client and the Stakeholder Manager (usually the Line Manager or a Senior HR Manager) to agree the objectives between the three parties.

We will agree the number of Coaching sessions, the duration of each (usually 90mins or 2 hours maximum) and their frequency (usually monthly).

We will agree the availability of our Coach for contact time outside of the coaching meetings - for example by telephone or email.

How we Aim to Work with You

Contact and Kick Off We meet with you to discuss the context, identify the development needs and confirm the suitability of coaching as the best approach
Match the Coach and the Client We'll consider with you the development need, the characters and relevant experience
Agree the Objectives and Outcomes We define carefully what you want to achieve. We'll involve Line Managers or HR when appropriate. Contracts are agreed.
Establish the Basis of the Relationship Details of the relationship are agreed between Coach and Client; agreed diagnostics are administered for baselines
Coaching Takes Place Each session will have a goal, we will explore the current reality, identify possibilities for action/change and decide a route to success.
Check Progress The client implements the Action Plan and notices their learning along the way. They can give feedback to their organisation on progress.
Evaluation and Closure We will work with you to measure the progress against the desired outcomes and objectives.

View this as a graphic diagram

Confidentiality

The content of each coaching session remains confidential. We will prompt the client to give feedback on their progress to their organisation. If asked, we will only give information about general themes in coaching unless we have agreed otherwise with the delegate.

Evaluating Your Coaching

Coaching is about working with you to bring about the changes and actions you want. At the start of our working relationship, we will agree the objectives you want to achieve. These objectives might form part of a formal development programme or meet your personal goals.

It is against the achievement of these objectives that the effectiveness of your coaching can be measured.