Expert Employee Coaching
High-growth organisations are built by people who continue to grow with them.
As responsibilities increase and businesses evolve, even your most capable employees can face moments of uncertainty, pressure and transition. Employee coaching creates the space for people to step back, build capability and navigate challenges before they become barriers.
The evidence shows that employee coaching is good for business. A global survey by PriceWaterhouseCoopers and the Association Resource Center report an average ROI of seven times the cost of employing a coach (source).
WAYS TO WORK WITH ME
Explore my 1:1 employee coaching services, designed to help you develop, retain and invest in your people.
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Directly commissioned
You identify the individuals you want to invest in. This might be a new leader navigating their first senior role, a high-potential employee who needs to step up, or someone going through a period of change or challenge.
I work closely with your People team from the outset understanding what you'd like this individual to achieve, agreeing focus areas and desired outcomes, and providing light-touch updates at key points in the programme.
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Employee Benefit
You offer coaching as part of your wider people proposition, fully funded, subsidised, or as a self-directed option for employees who want it. This works particularly well as part of an L&D offering, a retention strategy, or a commitment to developing people beyond their immediate role.
Where coaching is offered as an employee benefit, my partnership with the People team is lighter, focused on accessibility rather than the detail of individual engagements.
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Coach-in-Residence
I join your business two days a month, with coaching capacity flexibly allocated across your people. Six sessions is typically the sweet spot for meaningful change, but support can flex around individual needs.
Every quarter, I share anonymised themes and insights with your People lead, helping you spot common challenges, development needs and opportunities.
A note on confidentiality
Everything discussed in coaching sessions is confidential. While directly commissioned coaching includes agreed areas of focus and outcomes, and the Coach in Residence service allows for anonymised organisational insights, nothing discussed within an individual’s sessions will be shared or attributed to them. Coaching works best when employees feel safe, trust the process and know they can speak openly.
The individuals I typically work with
Employees stepping into management or leadership for the first time
Strong individual contributors who aren't yet translating their impact into visibility or progression
Employees navigating significant change, uncertainty, or organisational complexity
High-potential employees and those on succession or promotion tracks
Those on performance improvement plans who need space to understand where they are and what they want next
meet your coach
What it’s like to work with me.
Coaching with me is a client-centred, non-directive thinking partnership. Not training, not mentoring, not performance management.
I work with individuals to explore what's really going on, in their role, their environment, and how they're showing up within it. The focus is on clearer thinking, stronger self-awareness, and more deliberate decision-making.
What I bring is 20 years of experience within Talent and a decade as a senior leader. Being a part of talent and organisational decision-making in high-growth businesses, I understand how these environments operate. I get how critical high-performing teams are to organisational growth, and I understand how talent decisions are made. That context runs through every conversation.
Sessions are 50 minutes via Zoom and can take place weekly or fortnightly.
The right rhythm depends on the employee’s situation and the support that would be most useful.
I’m a qualified coach with an ICF-accredited coaching diploma from Optimus and work with a small number of organisational clients at any one time.
Employee Coaching FAQs
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We start by agreeing what the coaching is there to support and what meaningful progress would look like. Coaching creates the space, challenge and support for change, but ultimately it’s the coachee who makes that change happen. The strongest outcomes come when someone engages openly and puts their thinking into practice.
For directly commissioned coaching and Coach in Residence, we can agree appropriate ways to review impact with the organisation. Coaching as a Benefit works differently: the relationship is private, so individual progress isn’t shared unless the employee chooses to share their own experience or outcomes.
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Directly commissioned coaching is designed around specific individuals, with an agreed coaching journey and number of sessions. Coach in Residence gives you a regular allocation of coaching capacity that can be used more flexibly across your organisation, allowing you to support different people and needs as they arise.
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It depends on what you want coaching to achieve. Coaching as a Benefit gives employees access to coaching as part of your wider development offer. Directly commissioned coaching works well when you have specific individuals you want to support. Coach in Residence provides ongoing, flexible coaching capacity across the organisation. If you’re not sure which fits, we can talk through what you’re trying to achieve and find the right approach.
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Confidentiality is fundamental to creating the trust needed for coaching to work. At the outset, we’ll agree clear boundaries around what stays within the coaching relationship and what, if anything, is shared with the organisation. I’ll always encourage coachees to share their own progress, feedback and learning with their manager where they feel comfortable doing so, but what they choose to share remains theirs.
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Yes, although you don’t need to start with a large-scale programme. Coaching as a Benefit and Directly Commissioned coaching can start with just one employee, with a minimum of three sessions. Coach in Residence has a three-month minimum, giving the service enough time to become established and employees the opportunity to engage with it meaningfully.
Interested in supporting your people?
Pricing is discussed once scope is clear. The right structure depends on the number of individuals, the model, and what you're looking to achieve. A short conversation is the easiest place to start.
