Request an Executive Coaching Proposal
To request an executive coaching proposal, send me your goals, the number of leaders involved, your timeline and any format preferences, then book a free discovery call so I can ask the questions a written brief cannot answer. From that, I build a tailored proposal setting out the design, the people involved, how confidentiality and sponsor involvement will work and how progress will be reviewed.
Every engagement I run for an organisation is designed for that organisation, so there is no standard package to send. A short brief and one conversation are enough for me to put together something specific to your leaders and your goals.
Four things to include in your brief
You do not need a polished document. A few lines on each of these points, sent through the contact page, gives me what I need to prepare for our first conversation.
- Your goals: what you want leaders to do differently, and the business reason behind it. A promotion pipeline, a new leadership team, a culture shift and a retention concern all lead to different designs.
- The number of leaders: whether this is one executive, a leadership team or a cohort of managers, and their levels in the organisation.
- Your timeline: when you would like to start, any fixed dates such as an appointment or restructure, and any periods to avoid, such as year-end or Ramadan.
- Format preferences: in person in Bahrain, online, or a mix; one to one, group or team; Arabic, English or both.
Useful extras if you already have them
These are not required, but they help me make the proposal more precise from the start. If you do not have them, we can cover the same ground on the call.
- Your leadership competency framework or organisational values.
- Any recent engagement survey themes or 360 results relevant to the group (summarised, not individual reports).
- Details of existing development programmes the coaching would sit alongside.
- Who will sponsor the work internally, and who needs to approve the proposal.
How your proposal is built, step by step
You send a brief
A short summary covering your goals, number of leaders, timeline and format, through the contact page.
Discovery conversation
We meet for a free 30-minute call, in person in Manama or online, to explore the context behind the brief.
Further conversations if needed
For larger programmes, a short conversation with a sponsor or the leaders involved helps me understand the system I would be working in.
Design
I shape the engagement: the mix of assessment, coaching, workshops and follow-up that fits your goals.
Written proposal
You receive a proposal to review, discuss and refine with me before any decision.
What a proposal sets out
| Section of the proposal | What it answers |
|---|---|
| Objectives | What will be different for the leaders and the organisation, in observable terms |
| Design | Which elements are included and why, such as one-to-one coaching, team sessions, assessments or workshops |
| Participants and roles | Who is coached, who sponsors and how line managers take part |
| Rhythm and timeline | How often sessions happen, how long the engagement runs and key review points |
| Confidentiality | What is shared with the organisation and what stays private to participants |
| Measurement | The outcomes we will review and how evidence will be gathered |
| Commercial terms | Agreed with you for this specific engagement, never taken from a price list |
Who should join the first conversation
The most productive calls usually include the person who owns the business problem, not only the person managing the budget. For a leadership team engagement, that may be the CEO or business head alongside HR. For a manager cohort, it is often the L&D lead plus a senior sponsor.
If the coaching is for a single executive, I suggest a brief conversation with HR or the sponsor first and a separate chemistry conversation with the executive, because their choice of coach matters as much as yours.
If you are still deciding what you need
Not every organisation knows at the outset whether it needs individual coaching, team coaching or a wider programme. That is fine. Bring the problem, and we will work out the right shape together.
Some HR teams like to read ahead first. How to choose an executive coach covers what to look for, and whether one-to-one or team coaching is right helps with the format question. You can also read about my background on the about page: an ICF Professional Certified Coach with more than 4,500 coaching hours and 26+ years in leadership, HR and talent development.
Frequently asked questions
What if we know the problem but not the solution?
That is the most common starting point. Describe the problem in your own words and what you have already tried. Designing the solution is part of my job, and the discovery call is where we begin.
Can one proposal combine individual and team coaching?
Yes. Many proposals combine one-to-one coaching for a team leader with sessions for the whole team, or individual coaching alongside a cohort programme. The design follows your goals rather than a fixed format.
Does requesting a proposal commit us to anything?
No. The discovery call is free and the proposal is there for you to review, question and adjust. Coaching starts only once we have both agreed the design and the terms.
Can we meet in person to discuss our brief?
Yes, if you are in Bahrain. I am based in Manama and can meet in person, or we can speak online if you are elsewhere in the GCC or prefer a call.
Should individual leaders be told before we request a proposal?
It helps to tell them early that coaching is being considered and why. People engage far more fully when they understand the purpose and have some say in it, as explained in how to get your employer to pay for coaching from the employee's side.
Related
Book a Free Executive Coaching Discovery Call
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Executive Coaching ROI
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How to Choose an Executive Coach
How to choose an executive coach: eight questions to ask before you commit, what a good answer sounds like, and the warning signs to take seriously.
One-to-One or Team Coaching: Which Is Right?
One-to-one or team coaching: which is right? A simple test for where the problem lives, a side-by-side comparison, and when combining both works best.
Send the brief. I will build the proposal around it.
Book a free 30-minute discovery call, or share your goals, number of leaders, timeline and format through the contact page.