performance psychology
Coaching Hub
We are in the business of change: changing mindsets, beliefs, and behaviours in order to transform individual and collective potential.
And, since it’s always more effective to help someone gain their own insights than it is to tell them what they should think or do, coaching provides a powerful mechanism for lasting personal and professional development.
We offer four types of coaching support:
Executive coaching
Work with a dedicated coach to deepen self-awareness, improve decision-making, navigate complex challenges, and foster resilience over time
On-demand coaching
Have ‘just-in-time’ sessions with a performance psychologist to more intentionally respond to or prepare for challenging situations as they crop up
Team coaching
Enhance your team dynamics, impact and culture with the headspace and support to have important conversations as a group
Bolt-on coaching
Support existing development efforts with space to navigate feedback, put learning into practice, and work through challenges in real time
Executive coaching
Executive coaching is a one-to-one, tailored, structured, confidential partnership between an individual and a dedicated coach. It leverages psychological principles to help leaders deepen self-awareness, improve decision-making, navigate complex challenges, enhance communication, and foster resilience.
A coach acts as a guide. They will not tell a leader what they should do. Rather, over the course of their conversations, they will create a supportive space, challenge the coachee’s perspective, and encourage them to truly take ownership of the results they are generating for themselves. This means that - beyond giving individuals the headspace to identify solutions to immediate problems - the coaching process should have a lasting impact on a person’s mindset, resilience and potential.
Who is this for?
Executive coaching is great for senior individuals who would benefit from a confidential space in which to work through challenges and change.
For example, a leader who is…
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grappling with important decisions
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wanting to develop their resilience
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shifting their leadership style
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stepping into a new role
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working through a personal challenge
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leading the organisation through a challenging time
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processing challenging feedback from their team
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experiencing a crisis of confidence
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dealing with a tricky relationship at work
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trying to enhance their communication and influence
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dealing with the aftermath of organisational change
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facing an obstacle they cannot see a way around
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…
These examples are based on real coaching assignments - they are not a comprehensive list but should give you a general idea of who/how coaching might help.
Why we care...
Executive coaching has a 788% return on investment based on factors including increases in productivity and employee retention.
- Metrix Global Study (2023)
On-demand coaching
On-demand coaching provides employees with on-demand and completely confidential access to a business psychologist. This hyper-personalised learning sustainably generates self-awareness and more productive interactions in the workplace.
It does this by providing people with the opportunity to talk through any professional challenge – whether it’s an important conversation, a moment of doubt, a tricky relationship, an opportunity, a moment of strength – so that they can feel confident and prepared in their approach.
Unlike executive coaching, individuals do not commit to a number of sessions up-front, nor do we schedule these in advance. They simply sign up as and when they need a safe space to work through something in order to ensure they respond with accountability, presence and impact.
Who is this for?
Due to its flexibility, on-demand coaching is a great solution for making coaching conversations available to whole teams, groups of employees or organisations.
For example, a team member might benefit from the space to work through…
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a conversation they need to have with their direct report
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a conversation they want to have with their manager / mentor / colleague
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what to do about a generally tricky or tense relationship
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their goals and current opportunities for impact
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a decision they need to make
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an unexpected reaction to something (theirs or someone else's)
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their personal brand, core values, reputation in the team,…
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how to boost their resilience, including how they can manage their energy and/or stress better
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a presentation they will be delivering
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how successful they were in doing something and what they can learn from it
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…
Why we care...
Coaching can lead to a 70% increase in individual performance, a 50% increase in team performance, and a 48% increase in organisational performance.
- The International Coaching Federation (ICF)
Gen-Zers have said they are not confident in their abilities to resolve work conflicts, be managed by another person, and network.
- study by The Workforce Institute at Kronos Inc. (2019)
Team coaching
The purpose of team coaching is to enhance belonging and boost team effectiveness, ensuring that collective performance becomes greater than the sum of its parts.
Team coaching is a challenging and immersive process – tailored to each particular situation but always designed to foster cohesion, strengthen relationships, align goals, and enhance commitment.
Whether a new team is forming or you’ve worked together for what feels like forever, team coaching can help to facilitate the conversations (often featuring topics such as values, accountability and trust) that will make the biggest difference.
Who is this for?
Team coaching is for - you guessed it! - teams. A team is any group who have a core, unifying purpose that requires them to work interdependently.
For example, this might be for you if...
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you are coming together as a new team
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you want to improve the effectiveness of your existing team
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you want to challenge and refine the culture of your team
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you are experiencing trust issues, dysfunctions, or strained relationships
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a new team member / leader is transitioning into the team
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you struggle to make decisions and commit to things as a group
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you’re taking on a new strategy / operating model / set of priorities
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you want to explore what leadership style works best within your team
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…
Why we care...
Team effectiveness is boosted by at least 35% when there is a high degree of psychological safety.
- Google's Project Aristotle
Bolt-on coaching
Bolt-on coaching works in exactly the same way as executive coaching does. The only difference is that these sessions are scheduled around another development activity - such as a leadership development programme, team coaching process, or personal development planning process.
The purpose of bolt-on coaching is to enhance the effectiveness of existing development initiatives.
It does this by providing a confidential, supportive and challenging space to individuals working on personal growth - which typically requires a good dose of self-awareness, commitment, and problem-solving. Understanding the theory and actually living the change are different challenges, requiring different spaces.
Who is this for?
Any individuals who are participating in a development initiative.
For example, this initiative might be a…
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leadership development programme
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high potential programme
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team coaching process
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one-off workshop or series of workshops
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personal development planning process being facilitated internally
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…
Why we care...
Combining individual coaching with training boosts productivity by 88%, compared to 22% when training is delivered without coaching.
- International Coaching Federation (ICF)
Organisations which integrate coaching into their leadership programmes report an 86% higher return on investment compared to those relying solely on group learning.
- study by the Human Capital Institute
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