Coaching for Organizations
Two situations we work on.
Organizations come to coaching for many reasons. We focus on two, because they're the ones where the work is specific enough to do well.
When a Leadership Team Isn't Aligned
Alignment is easy to mistake for agreement. A team can agree in the room and still leave with five versions of what was decided. The signs tend to show up downstream: decisions that get relitigated, priorities that shift depending on who's asking, work that's done well but doesn't add up.
Team coaching on alignment starts with what the team actually believes it's for, and where those beliefs differ. That's usually a more uncomfortable conversation than a strategy offsite, and a shorter one. From there the work is practical: agreeing what the team decides together and what it doesn't, what each person is carrying that the others can't see, and what will be different in the next quarter that everyone can name.
This isn't a workshop and it isn't a retreat. It's a series of working sessions with the team, sometimes paired with individual coaching for members who want it, over a defined period with a defined end.
Supervision for Internal Coaches
Organizations that build internal coaching programs often do it well and then leave the coaches without support. Internal coaches carry things that are hard to hold alone: dual relationships, confidentiality inside a hierarchy, the question of whose interests they serve when the organization and the client diverge.
Coaching supervision is the professional structure for that. It's a reflective space where coaches examine their work, their ethics, and their own responses to it, with a qualified supervisor who isn't their manager. Vimla Gulabani holds the CSA Diploma in Coaching Supervision and an ICF PCC, and supervises coaches individually and in groups.
For an internal coaching function, supervision can be a standing group that meets monthly, individual supervision for coaches in senior or sensitive roles, or both. It counts toward ICF credential renewal for the coaches involved.
How Engagements Are Scoped
Both kinds of work begin with a conversation and a written proposal. Team alignment engagements typically run three to six months. Supervision for internal coaches is usually ongoing, reviewed annually. Pricing follows scope and participant count. All sessions are virtual, so location isn't a constraint.
Describe the situation.
If one of these is what you're looking at, get in touch. A few sentences about what's happening is enough to start.
Get in touch