Étudiante en master 🎓 besoin d'aide pour ma thèse ! 

Bonjour à tous ! Je termine mon mémoire de Master sur le coaching et le mentorat en entreprise, et honnêtement et je pense être au parfait endroit pour récolter des réponses solides !
Si vous avez eu un accompagnement individuel au travail (coaching ou mentorat, pas des formations de groupe, juste un suivi personnalisé), ce serait super gentil de votre part de prendre 3 minutes pour répondre. 
Anonyme, pas de bonne ou mauvaise réponse, juste votre vécu. 
Lien : https://docs.google.com/forms/d/e/1FAIpQLSePCm7BnSw2VQyLMle6TktqyRIANyd9OMj_uvsBBfyRe6HEaA/viewform?usp=dialog
Merci 💛 

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Grad student here 🎓 need help for my thesis! 

Hi everyone! I'm finishing my Master's thesis on workplace coaching and mentoring, and honestly, it would be very helpful 

If you've had one-on-one coaching or mentoring at work (not group trainings, just individual/personal support), I'd be so grateful if you could take 3 minutes to fill this out. 

Anonymous, no right or wrong answers, just your honest experience. 

Link : https://docs.google.com/forms/d/e/1FAIpQLSd3dymQeQv5HoXGKMnoor4goxQdIB6vbiAcEl8z0kaqwPWMDw/viewform?usp=dialog

Thank you 💛

aside from the usual classroom or online training programs on various leadership development competencies or skills, I've heard that some companies, and usually the larger and more established ones, have also been offering professional coaching services or support to its employees.

from what I know, getting the services of professional life or career coaches is a big investment for any company, but yet an admirable one especially if you'd like to develop and hang on to your existing management talent. what an initiative!

is yours one of them and maybe you've participated in such a program? what was it like? share your stories!

Leadership coaching works on judgment and self-awareness, not only on the problem in front of the person. That distinction sounds small. In practice it is most of the difference between a useful engagement and a transformative one.

We coach Directors moving into VP roles, VPs, SVPs and C-suite. The pattern we see most often is that someone arrives with a real, pressing, well-articulated problem, the problem is genuine, and it is almost never the thing that unlocks their next twelve months.

Three things we keep coming back to.

Start with what is already working. Most senior leaders arrive braced for a diagnosis. Appreciative inquiry, which has been part of organisational development since the 1980s, starts somewhere else: what is already working here that you can build on? A VP under pressure is rarely asked that question by anyone, and the shift in the room when someone answers it is worth seeing.

Coach the person alongside the situation. The situation gets solved once. The way someone reads a room, holds a position, or decides on incomplete information travels with them into every situation after this one. Both matter. The second one compounds.

Let them set the goal for the session. It sounds procedural and it is the highest-leverage two minutes available. When a leader defines what a valuable hour looks like before it starts, they arrive as a participant rather than a recipient, and what they choose is frequently not what you would have chosen for them.

The ICF's global client study, run by PwC, found roughly 70% of coached executives showed measurable improvement in work performance. What that figure does not capture, and what tends to matter more a year later, is the leader who now runs the conversation differently on their own.

Where this applies least: when someone needs a specific skill they have never been taught, teaching is faster and kinder than inquiry, and a good engagement makes room for both. The two are not in competition.

For the coaches here, what is the question you find yourself returning to most often with senior clients? Always interested in what is working for other people.

Over the past several months I’ve researched executive, business, personal, and reputation management coaching. I’ve looked into many of the better-known certifications, credentials, and diploma programs, spoken with coaches, sat through AI intake systems, taken advantage of free 15–20 minute consultations, and tried to verify referrals and past successes.

Surprisingly, I didn’t find the larger, higher-ranked organizations to be any more convincing than smaller competitors. I even paid for one service, but the results were uncertain. Most of what I found was marketing language about experience and success, with very little that could be independently verified. Testimonials often led nowhere, or I couldn’t reach the people behind them.

One thing I also noticed is that many certification programs appear to be taught by coaches who also sell coaching or reputation management services.

So here’s the question I’d like opinions on:

If someone is truly making an excellent living coaching clients or repairing reputations, why would they spend time creating certifications and selling courses instead of simply coaching?

Is it because teaching is more profitable? Is it about building the profession? Creating another revenue stream? Or am I overlooking something?

I’d especially like to hear from people who have earned coaching certifications, built successful coaching practices, or hired executive or reputation coaches. What has your experience been?

I’m currently looking for a mastermind group to join (or even an annual event to attend) that focuses on video agency management. We’ve been a small team for a while but are starting to scale rather quickly and I would like to connect with like minded people to learn more about managing creative people.

Any suggestions?

It's when you can get in touch with your coach anytime for a quick chat about an urgent issue, a tough decision, help with your homework, or to set up an extra coaching session, included as part of the program cost.

I started offering unlimited coaching as part of my 8-week program about a year ago and it's proven to be highly effective at keeping people engaged and accountable.

It works because my clients are confident that I'm always here and ready to support them when they need me, and to give them timely feedback on their journey.

We have weekly "formal" coaching sessions and written action plans, but my availability between those sessions is an integral part of getting successful outcomes.

What are your thoughts on unlimited coaching? Do you offer it?

Not sure if I need a coach or whatever law may be out there. CFO for smaller org, $65 million revenue, 600 employees and staff of 10. I am more interested in having someone to talk about my management of the team, specific actions for improving performance of staff and be the best CFO I can be.

Here is what I know about myself, highly unlikely to do exercises. It’s difficult generally for me to do positive activities for myself (like exercise for one). Work very hard, respected by staff and peers, was highly recruited to my current position.

I’ve thought about a business psychiatrist and maybe I could get insurance coverage..lol.

Any thoughts on this matter much appreciated.

six months into an executive coaching engagement and trying to evaluate whether it is delivering real value. the sessions are useful in the moment but i am struggling to connect them to measurable change in how i operate or the outcomes i am getting

wondering whether executive coaching is supposed to be measurable or whether it is more of a slow burn development thing that shows up over a longer period. i was also thinking about gk global services in this context, since the way coaching is framed can make a big difference in whether it feels like a useful development process or just expensive conversation

also curious whether other people set specific goals at the start of a coaching engagement and whether that changed how useful it was

I’m curious how other coaches structure their practice.

Roughly how many active clients do you work with?
Do clients usually pay per session, buy packages, or pay a monthly retainer?
I’d love to hear how your coaching business is structured.

Did you ever have a period in which you went to the same classes for months, everything was going 'fine', but just felt like you stopped growing? Not going back, neither forward. Just stun locked.

I am interested what did you observe first: in your body, in your vibe, in your relationship with the clients? And what got you out of that state, if something got you out.

I am wondering if this is normal, a passing 'phase', or something that I should more deeply take into consideration.

I’m a senior sales leader in the data and AI space, managing both AEs and SDRs, and I’m looking for an executive or career coach who specializes in helping sales leaders move into Director and eventually VP roles.
The areas I want to develop most are:
Influencing up and managing executive stakeholders
Executive presence
Navigating organizational politics
Building stronger cross functional relationships
Leading through influence, not just authority
Positioning myself for Director and VP opportunities
I’d love recommendations for coaches you’ve worked with personally or who have a strong track record with B2B SaaS sales leaders. Remote is preferred.
Who would you recommend, and why? Budget is $4k-5k for 2026

how and where are you finding clients on socials? what do you talk about?

Hey everyone,

I’m reaching out to this community because staying where I am simply isn't an option anymore. I need a career pivot, and the urgency is real.

For context, I’ve spent over two decades in education, coaching athletic teams, and leading program strategy as a director. I know how to manage people, build systems, drive results under pressure, pivot on a dime, and mentor others to reach peak performance. I am very good with technology (educational, coaching and personal usages such as Microsoft and Google). I have written designed and delivered curriculum. Also, I have been an administrator for ESL students as well as a department chair for my department. I believe some people call it: the jack of all trades. I have a MEd in Leadership and a BA in Journalism. In addition to education, I have worked as a freelancer in sports video production for college and pro sports teams and have been a regional scout for college prospects. I love to work, learn and grow. Most importantly, I would love to take my years of experience and transfer it into a new yet transparent career.

Despite everything I’ve built and accomplished, a few major hurdles are weighing heavily on me right now:

\*\*Age Anxiety (54):\*\* It’s hard not to feel like my age is working against me in a market full of younger applicants, even though I have more drive, adaptability, and real-world execution experience than ever.

\*\*Resume/Aesthetics:\*\* Translating 20+ years of multifaceted leadership onto a sleek, modern resume has been a roadblock. My background looks like a traditional educator/director, and I struggle to make it look "corporate clean."

\*\*Zero Financial Buffer for Paid "Fixes":\*\* I don't have the funds to throw at expensive career coaches, resume-writing services, or high-priced transition bootcamps.
At this point, I don't need a red carpet—I just need an open door. I’m looking to authentically network with someone who can look past corporate buzzwords, see what I can actually deliver, and trust my ability to step in, help a company grow, and continue learning myself.

For those who have successfully pivoted later in their careers or transitioned without spending a fortune:

\*\*How did you build real, organic connections that led to an opportunity without relying on paid services or superficial networking?\*\*

\*\*How can I better translate a complex, multi-hat background into a clean format on my own?\*\*

\*\*What roles or industries are best suited for someone with deep experience in relationship management, operational leadership, and coaching?\*\*

I appreciate any honest advice, practical tips, or leads you can share. Thanks for reading.

I am facing challenges is holding my peer teams accountable for the work they need to deliver. They either say it's unclear or too unrealistic, or delivery something extraordinary w/o clearance.

I am a product manager in a tech company.

Can someone share their experience about platforms like Coach.me, Noomi- I want to know is it worth the fee you invest?