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Corporate coaching programme — Coach
An organisation seeking coaching should describe the participant group, business context and intended development goals. Specify whether support is voluntary and how the sponsor expects to receive progress information; named employee concerns should not be posted publicly.
Service scope
Organisation-sponsored coaching for defined employees or leaders, with explicit separation between sponsor objectives, participant goals and confidential session content. Individual coaching, team work and training may be combined only when their deliverables are separately agreed.
What is normally included
- Sponsored individual coaching
- Programme discovery and contracting
- Agreed non-confidential progress reporting
What is not included
- Covert employee assessment
- Guaranteed performance improvement
- Therapy or disciplinary investigation
Typical tasks
- Clarify programme objectives
- Identify participants and sponsors
- Agree confidentiality boundaries
- Deliver the contracted coaching format
- Review programme-level progress
What to include in your brief
- Participant roles and count
- Development objective
- Sponsoring department
- Preferred programme format
- Reporting expectations
Choosing the right professional
Ask how the provider contracts with both sponsor and participants, manages confidentiality and distinguishes coaching from assessment or training. A programme should not promise performance changes that depend on organisational conditions outside the coach's control.
Important considerations
- Participants may feel compelled to disclose private concerns
- Sponsors may expect detailed session reports
- Coaching can be used as a substitute for addressing workplace systems
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