Coaching Package

Executive and Team Coaching and Facilitation

Coaching & Mentoring are incredibly powerful tools that can help create more productive, engaged and fulfilled employees.

Coaching is a process that aims to improve performance and focuses on the ‘here and now’ rather than on the distant past or future. Good coaches believe that the individual always has ideas and opportunities to resolve whatever is holding them back but understands that they may need help to define their goals, set their path, and achieve their success. Coaching is about listening, reflecting, asking questions and unlocking YOUR potential.

Mentoring is more development driven, looking not just at the professional’s current job function but beyond, taking a more holistic approach to career development. Mentoring is non-evaluative, while coaching is based on measuring performance change. Due to the personal nature of mentoring, a mentor will more often than not draw on their personal experiences and expertise to help their mentee. This could be in the form of sharing a story that taught them a valuable lesson, or a challenge they overcame in their career.

Both can contribute at all levels of your organisation.

  • Establish and act toward achieving goals Coaching can help people, teams and organisations define, agree and deliver upon their goals. These may be skill sets, competencies and professional behaviours, or projects, department or organisational outcomes. The individual or team is given checkpoints to manage and measure their goal achievement and that progress is reported directly to their coach, manager or leader. Coaching can the provide the necessary support, or Mentoring the necessary guidance to keep individuals on-track and performing.
  • Increased level of engagement Coaching engages participants with its unique one-on-one feedback and lots of encouragement. When an individual becomes engaged with their workplace, they can contribute more effectively to the team and the organization. This engagement also helps to increase retention rates and productivity, benefiting their careers as well as their overall organization.
  • Safe Place to Gain Perspective Having a coach gives the individual a safe space to go and talk through sensitive issues. The coach is a third-party participant, and their ability to remain uninvolved but give guidance allows the coachee to gain perspective without feeling intimidated by someone within their own organization.
  • Helping staff adapt to changes Managing change, whether driven by technological developments, evolving consumer patterns of behaviour, or organisational re-shaping, is one of the greatest learning and development challenges in any workplace. Changing job roles and responsibilities can be a huge challenge for individuals to get to grips with. Coaching can help staff to understand that change can be good, helping to shift their mindset from a negative to a positive one, and removing the fear factor from something that is a fact of modern working life.
  • Build Personal Awareness A coach can give their coachee ideas for ways to improve themselves, but more importantly they can help them become aware of their blind spots. These blind sports are areas of the individual’s work or personality that they may not see, but that need improvement. Once the individual is aware of these areas, they can work with the coach to begin improving them.
  • Improving productivity and performance Coaching can play a key role in helping individuals feel more confident and achieve real gains in their performance levels. Where the staff members being coached are managing or leading teams, this can in turn lead to improved productivity by the team as a whole.
  • Making staff feel valued Coaching, by its very nature, helps individuals feel more valued. Introducing coaching within a workplace sends a powerful message to employees that they are valued, that their views matter, and that they are worthy of investment. This promotes a more inclusive culture within the organisation and helps individuals feel more motivated and engaged with their work.
  • Dealing with challenges more confidently Research has found that, amongst those who have received coaching, improved confidence, performance and productivity are cited as three of the most positive changes witnessed for themselves, others and their wider team or organisation. 84% said that coaching would have helped them in periods when they struggled to manage an individual.


Typically the discussion may be about [1] personal management or leadership skills [2] goals, objectives and performance [3] personal or team development or processes.

We can offer coaching to individuals (eg Sponsor, Project Manager, Project Participants) or teams (eg Delivery Team or User Team). This can be part of their Training and Development and linked to Personal Development and Performance Review and Appraisal. Or this could be linked to Project Delivery and Performance.

For example 1-hour coaching sessions. These may be scheduled at key milestones for example

  • Project Set-Up & Team Building
  • Key Delivery Phases or Milestones
  • Project Hand-Over/Go-Live
  • Project Close/Review


Coaching & Mentoring could be standalone and separate from the project, department or organisational goals, and simply as a benefit to staff, making staff feel valued. We can agree coaching aims and objective at each session, or as a theme across a number of sessions

For example 4 x 1-hour coaching sessions. These can be scheduled at times to suit your staff and delivered on-line via Teams or Zoom. Any additional sessions beyond the 4 sponsored by the organisation would be optional and arranged and paid for directly with the staff member.


We help organizations get more work done, faster, by facilitating meetings where people accomplish amazing results within a surprisingly short time, from wherever they work. Insightful conversations that consistently deliver great outcomes don’t happen by chance. That’s why it’s so important to design a meeting that answers questions like:
  • What’s the best way to involve which participants, and when?
  • How can we blend asynchronous and real-time interaction to harness the best thinking?
  • In what ways can we create a level playing field among participants both near and far?
  • What cultural differences and political factors are important?
  • What facilitation techniques are likely to work best here?

Perhaps one of the most powerful learnings we’ve acquired over the years is that many issues don’t need to be “resolved” – they just need to be taken apart; examined as bite-sized chunks; considered from a problem solving / solution design perspective, and then put back together again in a better and more workable format.

The result of a thoughtfully-planned meeting design combined with skillful facilitation: Meetings that leave participants with a sense they really accomplished something important, and a feeling that every minute was well-spent. And that’s one of the things we do best.