Coaching for Organisations
Optimising women’s skills & motivation, giving a sense of growth and progress
Why coaching for women in organisations?
Most modern organisations do believe that diverse workplaces with relevant gender balance are important.
- For organisations focused on delivering sustainable growth and strong returns, the retention and progression of female executives is not a “diversity initiative” but a material commercial issue.
- Senior female executives represent a significant investment of time, capital, institutional knowledge and leadership capability.
- When organisations lose women, especially at the more senior levels, they incur substantial replacement costs, disrupt succession plans, and weaken leadership diversity at the point where strategic impact is greatest.
- Executive coaching is a high‑ROI intervention that directly addresses these risks.
Attraction
Why does attracting high-quality female candidates matter?
Appealing to high-quality candidates is hard as there is global competition for scarce talent. A strong ability to attract female candidates enables access to a wider and more diverse talent pool that brings commercial benefits to businesses.
- Diverse organisations deliver more creativity and avoid “group think”.
- This leads to better, more holistic decision-making.
- It can also lead to better customer where women’s consumer views are represented as well as men’s.
- Gender balanced environment and support in achieving and, maintaining that, strengthens the employer brand and wider stakeholder credibility.
- Coaching is a way to offer personalised support to workers, giving them a key reason to consider one employer over another.
Retention
Why does the retention of female employees matter?
Retaining and growing female talent within an organisation has been proven to deliver a strong ROI for businesses.
Keeping the right people is harder than ever in a globally competitive marketplace. Much research has shown that there is a “broken rung” of the career ladder for women that causes them to drop out, and typically this occurs at the first or second level management.
Creating inclusive cultures and focus on employee wellbeing is a condition for retention. It is however, often hard to make sure everyone feels individually valued and heard. If this does not work well, it will have an impact on retention.
Coaching can serve as a way to bridge that gap, creating deeper connections and enabling women to process and overcome gendered workplace challenges.
Retaining and growing female talent within an organisation has been proven to deliver a strong ROI for businesses. The specific benefits are
- Creating stronger succession pipelines can decrease dependency on external hires, particularly important in highly specialised industries and niches.
- No lost productivity during vacancy.
- Less lost “ramp-up” time with new employees.
- Better gender balance at senior levels, better equal pay metrics.
Why choose Patricia Seabright?
I believe that the role of manager and coach cannot be combined as there is an inherent conflict of interest. Offering managers and leaders external coaching therefore is a critical success factor. My approach is to design bespoke programmes to suit the needs of individual client organisations and the people they want to offer coaching to.
Process
Phases of the bespoke programme
Discovery
- Getting a deep understanding of what the organisaiton wants to achieve
- Understanding of the indivudals to be coached
Agree the programme
- Appoach/objectives
- Duration
- Format – individual, group, both
Coaching sessions
- Delivery of coaching, typically 1 or 1.5 hours
Wrap up
- Bringing coaching to a close when objectives have been met
Our Services – How we help
We can provide tailored offerings for:
Women’s employee resource groups / ERGs.
HR providing women development programmes (or as a bolt-on to existing, non-gender specific leadership programmes).
Group Coaching
Our group/team coaching is specifically designed for any given client. I don’t believe “one size fits all”. Each organisation, or group, needs to have a programme tailored to them for it to work well, to ensure the programme is specific to their group, their industry and their logistical constraints. The programme can be focused specifically on women speaking and being heard, or can cover wider topics.
121 Coaching
Offering women 121 coaching support (standalone or in the context of a group coaching programme):
- Makes women feel supported and invested in.
- Helps women process and strategise the challenges and opportunities of the workplace.
- It can focus on a specific development areas and support PDP objectives.
- It can help optimise performance.
AI Coaching
An AI version of my coaching, specifically around the women speaking, presence and visibility topics is also available. This offers a cost-effective option, that can provide core content and structure for women’s programmes. It enables participants to progress at their own pace and at a time that fits their schedules.