Coaching that works at all levels.
We work with individuals, groups and teams across organisations.
There isn’t one standard way to do that. We work out what will be useful, who should be involved and how the coaching needs to work.
Looking for coaching for yourself?
HOW we can work
Individual, group or team.
These are different kinds of coaching, and we treat them that way.
Neuroinclusive and accessible practice is part of how we always work.
Individual Coaching
The organisation funds the work. One person has the coaching relationship.
That gives them room to think, test and develop within the work they are actually doing, with clear agreement around purpose and confidentiality.
Group Coaching
A group brings more into the room than several individual conversations ever could.
People think alongside others, hear different perspectives and learn from what emerges across the group as well as from their own coaching.
We know how to hold that well, without forced sharing, contrived exercises or an afternoon everyone survives politely.
Team Coaching
Here, the team itself is part of the work.
The coaching can look at how people think together, make decisions, use different perspectives and respond to what is changing around them.
We facilitate the work so the team can actually use what comes out of it.
No hideous ice-breakers required. Bad coffee optional.
One size fits no one applies here too.
The format serves the work, not the other way round.
Psychometrics
Useful when they earn their place.
Psychometrics can be brought into individual, group or team coaching at any point if they help the work.
Jen, Iain and Liz each work with different tools, which gives us options rather than one assessment we try to make fit everybody.
They can give people another way to explore preferences, patterns, working relationships or the way a team operates, and sometimes provide a shared language for conversations that are harder to get hold of otherwise.
They are a tool, not the point of the coaching.
Between us we offer DISC, Harrison Assessments, Insights Discovery, TMS Global Team Profiling, TMS Obstacles & Opportunities Quotient Profiling, TMS Windows on Work Profiling and Typecoach
CLEAR FROM THE START
Everybody needs to know where they stand.
When an organisation funds coaching, there are three relationships in the room.
THE ORGANISATION
Needs to know what it is investing in and what the coaching is there to support.
Those BEING COACHED
Need clear boundaries around confidentiality and what can be shared.
THE COACH
Needs clear agreement about purpose, boundaries and what can be shared.
So we agree all of that before the coaching starts.
An Independent View.
An external coach sits outside reporting lines, internal relationships and organisational politics.
That independence can make genuine confidentiality easier to hold.
Our job is not to coach somebody towards the answer the organisation wants. It is to coach them well, within the purpose everyone has agreed.
The organisation can commission coaching. The people involved still choose whether to engage with it.
impact
The impact is multiplied
What somebody takes from coaching does not stay neatly inside the session.
It changes what they try, what they carry forward and how they respond when the next decision, conversation or opportunity arrives.
Across a group or team, that effect can travel further.
When coaching is available more widely across an organisation, the value can spread through how people work together, how decisions get made and what becomes possible next.
It can (and does) show up in the numbers too.
Good coaching can create value far beyond the cost of the sessions, commercially and in ways that are much harder to put neatly into a spreadsheet.
The money bit
We price the work once we understand the brief.
Individual coaching, group coaching and team coaching are genuinely different pieces of work.
Who is involved, the coach or coaches, preparation, contracting, delivery and any wider support all affect what the work looks like.
We’ll talk about the brief and your budget before we propose anything.
If it is not the right work for us, we’ll say so.
No mystery package. No mystery invoice.
start with the brief
Talk to Jen.
Tell us what has prompted the conversation, who is involved and what you would like the coaching to support.
From there, we can decide whether coaching is the right intervention, what kind of coaching makes sense and who should be involved.
Then we agree the scope, the money and the practical bits before any work starts.
If another Those Interesting People service, or somebody outside TIP altogether, would serve the brief better, we’ll tell you that too.
Fit before ego.
