Corporate Coaching

Is your organization looking for a way to develop its manager and director level staff? Is it looking for an alternative to traditional class based leadership development? Is it seeking improved relationships, teamwork, productivity, retention and overall job satisfaction of its leaders and high potential employees? Professional coaching can provide an important cornerstone for a company's leadership development strategy.

My coaching model and approach not only focuses on driving value and results, but also creates and encourages an environment of personal investigation and growth for the client. Not only do I seek to create a higher performing and more valuable employee, but also one that is more engaged, satisfied, balanced and well-rounded as an individual. The philosophy here is that a higher level of personal fulfillment in the client will drive positive results in not only what they directly deliver in the context of their role, but also positively influences their peers as well as the teams and individuals who report directly to them.

Utilizing the Fulfillment Coaching Modelâ„¢, I provide a structured approach to engaging both corporate sponsors and clients in order to drive results. Expectations are defined early in the engagement to ensure there is a clear understanding from all parties surrounding the desired outcomes, success criteria, qualitative and quantitative measures, timelines, accountabilities and confidentiality. The timing, frequency and duration of sessions and specific milestones are all agreed to up front in order to ensure that all parties are receiving maximum impact and benefit from the coaching services.

The framework for a typical corporate engagement has 4 phases. They are as follows:


This initial meeting occurs between the sponsor and coach to determine the structure of the coaching services provided, including the fee schedule, duration, frequency, number of clients, etc. It is at this time that the sponsor's motives and expectations of engaging coaching services for their employees are to be set out for the coach.

Expectation Setting

The goal here is to assemble all of the responsible team members (sponsor, client and coach) to clearly articulate the results that are expected from the coaching engagement. Accountabilities amongst the 3 parties will be agreed to at this time as to what will be disclosed or not disclosed to the respective parties. The confidential nature of the sessions will be emphasized and understood.


Foundation Session

This is the where the first true client/coach engagement begins. This one-time session is used to create a foundation upon which to build the coaching relationship moving forward. The emphasis here is around building rapport and trust as well as creating the client's personal "blueprint" to be used as a touchstone for future coaching sessions.

Coaching Sessions

These occur three to four times per month and are the real working sessions within the coaching relationship. Opportunities will be explored, barriers and behaviours investigated, commitments made and actions taken. The breakthroughs, actions and results come out of these sessions over time.


90 days after the Foundation Session, I recommend a Check-in meeting with all parties in attendance to review the progress relative to the results and expectations laid out in the expectation setting meeting. Depending on the nature of the engagement, we can then determine and adjust the expectations and results for the next period of time, if required.

As mentioned, this reflects a typical framework. Any part of this can be custom tailored to meet your specific corporate requirements.