Flexible Corporate Coaching Contracts
Ideal for: HR initiated coaching contracts supporting employee wellbeing, professional and personal development.
A workplace coach brings exceptional value to the employees and organisation through unbiased, one-to-one coaching and helps towards their overall wellbeing, professional and personal development. For a company that values continuous improvement, growth and employee wellbeing, offering coaching to it’s employees is a great step to demonstrate commitment and making these a reality.
Coaching is also extremely cost effective and provides just-in-time learning support to the employees. Not only it helps with employee retention but it also helps with developing talent at pace, contributing to the overall success of the organisation.
How does coaching support employees?
Establishes clear, motivating goals.
Identifies blocks to achieving the goals.
Explores and resolves mental barriers.
Overcomes particular emotional or practical challenges.
Decreases levels of stress and tension.
Enhances self-awareness and interpersonal interactions.
Improves professional relationships.
Boosts creative ideas and product development.
Develops confidence and better planning around sales and closing difficult deals.
Develops greater skills to manage decisions and actions more effectively.
Increases ownership of feelings and self-responsibility.
Develops appreciation for existing achievements.
…and much more!
Some examples of how coaching has helped other organisations…
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Leadership coaching
Leaders are paramount to the success and culture of a team or an organisation. Whether it’s working on gravitas, shaping the culture, interacting with others or negotiations, allowing leaders time to reflect and skill themselves up is essential to overcoming common challenges and moving from stagnant intention to action.
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Continuous improvement & transition coaching
Whether it’s about tackling a particular challenge at work, improving presentation skills, getting more efficient or working towards the next promotion. Coaching provides greater clarity around goals and objectives and helps individuals develop their own blueprint of actions required for success. Utilizing available resources, as well as enabling the acquisition of new skills, coaching challenges a fixed mindset, helps build confidence and empowers individuals to move forward.
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Sales negotiations coaching
Companies with dynamic coaching programme achieve 28% higher sales win rates (BrainShark).
Companies that provide quality coaching can reach 7% greater annual revenue growth (Business2Community).
Sales representative that receive at least three hours of coaching per month exceed their sales goals by 7%, increase revenue by 25% and increase close rate by 70% (Knowledge Tree).
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Wellbeing coaching
Providing opportunities to help employees strike a better work life balance, prevent burnout, manage stress and anxiety. Creating a caring environment for the employees would mean they would achieve their full potential and reach optimum performance for the greater benefit of themselves and the organisation.
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Project based coaching
Solution focused sessions designed to coach individuals through a specific problem or roadblock, or come up with breakthrough ideas and creativity that’s essential for the success of a project.
What should organisations consider when exploring coaching?
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Scope of coaching
Every organisation is different and so are their values and mission. Have an initial chat with the coach to discuss some of the key considerations below-
What are you trying to achieve as an organisation and why? What are the areas of focus and how could coaching help the organisation on the whole.
How is coaching different from training, mentoring and consultancy?
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Who will receive coaching?
In light of the defined scope for coaching, now think about which employees would be best suited to receive coaching and help achieve the overall objective. For instance, would it be apt to open coaching to all employees, just the senior management, or a specific team?
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Availability
Once you’ve identified the size of the employees eligible for this, think about how best to make coaching available to them. How often would you like to offer coaching to your employees? Would full time coaching suit the scope of work more, couple of days a week, every other week or perhaps a few days a month. How long the coaching contract should last?
How would the booking work? Would the organisation like to book sessions via HR or would you like the Coach to book all the sessions and manage them directly?
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Sessions delivery
Would these one-to-one sessions be delivered online or face-to-face in the company premises? What would the cost implications be for each?
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Reporting & ROI
How would you know if coaching has delivered the value which your organisation was seeking? What would be the scale against which you’d measure success and over what time period?
How would reporting work? Would you like the coach to put together a report of some kind or would that sit within your organisation, or indeed would there be a combination of approaches? How often these reports need to be produced and who would these be circulated to?
Very importantly, it’s worth noting that coaching is confidential between the coach and the client and the coach cannot disclose the contents of the discussion, not even with the “sponsor/business” that could identify the client either directly or indirectly. The client however is free to disclose the details, should they wish to share with anyone. It is however possible for the coach to share the trends/topics or any other data anonymously collected throughout the course of contract, that might be of interest to the organisation.
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Is the Coach the right fit?
It’s worth looking how credible the Coach is before you go ahead and sign the contract with them.
It’s worth looking into how able the coach is in order to deliver the services around the scope which you have identified. Is the coach knowledgeable enough, do they have an accredited coach qualification? Are they a member or accredited by the major bodies such as ICF, IAC, EMCC or CCE which would mean they’re working within the highest benchmarks. How much experience does the coach have under their belt and could they provide corporate references? Have people left open and honest reviews for them online?
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Cost
Each coach is different and so are their charges. Charges vary depending on the coach’s area of expertise, qualifications, accreditation and experience.
Discuss the investment and explore what would be a fair cost to your organisation, and for the coach to deliver the services.
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Proposal and sign-off
If it helps, do not hesitate to reach out to the coach and ask if they could help with a proposal, or provide any further details that you may need for a sign-off internally.