Individuals and leadership teams
The part that makes training stick
A workshop can teach someone what to do. Coaching is what gets them through the first few times they try it and it feels awkward. Six to eight sessions, one real goal, complete confidentiality.
Formats
Four ways coaching is used
All confidential, all built around a goal the person actually chose rather than one assigned to them.
One-to-one coaching
Six to eight sessions over three to four months, built around one or two goals the person genuinely cares about. Confidential, with only themes shared back to the organisation.
Coaching alongside a programme
Two or three sessions following a workshop, for participants who want help applying it to a specific situation. This is where most of the behaviour change actually happens.
New manager support
Regular sessions through the first months in a management role, covering the conversations nobody warns you about: underperformance, workload, and former peers.
Team coaching
Working with an intact team on how they actually operate together: decision-making, unspoken tensions, meeting habits and shared agreements.
How it runs
What a coaching engagement looks like
- 01
Introductory conversation
A free 30-minute call to check the fit. Coaching only works if the person wants to be there, so this is a genuine opt-out point.
- 02
Agreeing the goal
One or two goals, written down in plain language, along with what would visibly be different if the coaching worked.
- 03
Six to eight sessions
60 to 90 minutes every two or three weeks. Each session ends with something specific to try before the next one.
- 04
Review and close
A look back against the original goal, what to keep doing, and, where the organisation is sponsoring, a themes-only summary.
Coaching questions
Still unsure whether this is the right fit? Ask directly. A short call usually settles it faster than a brochure.
Ask a question- What is coaching at Pursue Your Potential?
- Coaching is a structured series of one-to-one or team conversations focused on a specific goal, typically six to eight sessions over three to four months. It is not advice-giving or mentoring: the work is helping someone find and test their own approach to a real situation they are dealing with now.
- How is coaching different from training?
- Training teaches a model to a group. Coaching applies it to one person and their actual circumstances. Most lasting change comes from the combination: a workshop to build the skill, then coaching to get it through the first few uncomfortable attempts.
- Is what I say confidential?
- Yes. Content of sessions is never shared with the employer. Where an organisation is sponsoring the coaching, what is agreed up front is the goal and, at the end, a broad summary of themes, with nothing attributable to a specific conversation.
- How long is a session and how often?
- Sessions run 60 to 90 minutes, usually every two to three weeks. That gap is deliberate: it leaves time to try something at work and come back with what actually happened.
- Is coaching delivered in person or online?
- Both, and many people mix the two. Video works well for coaching, so an initial session in person followed by online sessions is a common and practical pattern.
- How do we start?
- With a short introductory conversation at no cost, to check the fit and agree what the coaching should achieve. Chemistry matters more than credentials, so if it is not right you will be told.
Start with a conversation
The first call costs nothing and commits you to nothing. Thirty minutes is usually enough to know whether coaching is the right answer, and whether we are the right fit.