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So, you've been coached and now want to grow a coaching culture in your teams?

You know you can't do this alone.

Let me take it from here.

Organisational impact for a fraction of the cost of an internal solution.

Leaving you to do your job, get independent thematic feedback and watch your organisation grow.

Internal Coaching

External Coaching

Coffee at the Beach

Coaching Teams

  1. Instant impact and return on investment

  2. Evaluation and feedback on key themes

  3. Break points and re-contracting

  4. Experienced, expert coaching focus

  5. Neutrality and confidentiality

  6. Flexible booking system

  1. Slow burn

  2. A general sense of organisational benefit

  3. Potential sunk costs with training

  4. Competing priorities 

  5. Potential role conflict 

  6. Calendar clashes in a busy workplace


Supporting research

This graphic from the 2016 Ridler report shows the efficacy of possible approaches to developing a coaching culture. 


One of the most effective ways of developing a coaching culture is for the organisation’s senior leaders to receive coaching. 88% of organisations surveyed indicated that this ‘works well’ or ‘works very well’ in developing a coaching culture.


Being coached helps leaders learn how to use coaching approaches in their roles as line managers and by integrating these behaviours into other people-management processes.

Seed your organisation with leaders and managers who can role-model coaching strategies whilst being coached and supervised themselves.

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