A strategic partner to believe in you and help you set bigger goals for yourself

A leader to breakdown the goals into 'do-able' bits, remove confusion and crystallise action

A personal trainer that will keep you moving along your path

A success coach to give you feedback to help improve your 'game'




A recent British survey of employers identified 6 main motives for employers to
engage life coaches. They were :

   Transitioning… To support the induction or appointment of a person into a more senior
    position, or different role

   Fast Tracking… To accelerate the personal development of individuals defined as 'high     potentials'

   Activating… To underpin the effective implementation of organisational change, through     supporting teams and individuals

   Presence… As a critical friend or independent sounding board

   Aligning… To support individuals engaged in organisational personal effectiveness programs,     such as 360-degree appraisal, development centres or culture change programs

   Retaining… As a means of rewarding and retaining key staff critical to the business success

The reasons for the increase in the acceptance of life coaching by individuals and employing organisations may include

   The knock-on effects of the down-sizing of the 1990's, resulting in 'lonely' or isolated
     managers who welcome support and challenge from someone external to their immediate     work environment,

   The increasing demand by organisations for managers with key 'soft skills'. Many Business     Schools and in-company standard development programs have failed to embed the kinds of     feedback-based approaches necessary for self-insight and the acquisition of soft skills for     managers as they developed in less complex roles

   Some managers consider they have 'made it' and worry that being seen to undergo     development may be perceived by others as admitting they have a weakness. The nature of     the life coaching relationship is private and avoids the public scrutiny.

   Attendance on whole-day(s) courses or regular learning sets can seem an imposition into an     already busy schedule. Sessions with life coaches can be fitted around other diary     commitments.

   Attendance on whole-day(s) courses or regular learning events have failed to deliver lasting     behavioural change that was expected. The business and personal 'value' has often not been     realized.




1. entry and contract the individual using a coaching agreement

2. identify outcomes to be achieved and issues to be addressed

3. align principles that impact outcomes and issues

4. reach shared analysis and build coaching success plan

5. action, practice and reflection

6. measure outcomes and review

7. close coaching relationship