THERAPEUTIC COACHING CONSULTANCY
We believe everybody has the potential to thrive, and deserves the opportunity to do so. Our mission is to deliver the powerful benefits of therapeutic coaching to a wide audience at an accessible price point.
The mission
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Conflict situations that have felt stuck, start to resolve themselves
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Individuals find their own solution and move on from the past
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Increased open and honest conversations start to happen
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Leaders find better ways to manage challenging staff members
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Individual wellness, job satisfaction and performance start to improve
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Sickness levels reduce and people return to work
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Time HR or managers spend applying lengthy formal processes is removed or reduced
Outcomes for organisations:
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​Individuals feel more prepared and able to participate in a formal mediation process if still required
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The coach can often act as a messenger from the individual to the organisation (with the individual’s full permission) to relay sensitive information or suggestions that can help the situation, which the individual may previously been unwilling to share
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It gets to the real route of what’s stopping things moving forward so a new plan can be developed
Benefits of Conflict Resolution Coaching for individuals, leaders, and teams
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Therapeutic Conflict Coaching provides a safe and confidential space outside of formal workplace procedures. Often staff involved in conflict situations have often had many meetings with their manager or an HR representative; or have been exposed to what can be extremely difficult formal processes. The barriers are up and what they really think, and feel is often masked in a sea of legal speak and workplace or personal expectations.
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Giving someone a safe space to say out loud the unthinkable, always gives people a sense of lightness and a certain amount of release. This is key as it helps to get to the real route of the issue and not what is sometimes a superficial gloss to try and make things look more favourable or make more sense to others.
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Building that psychological safety quickly is where the therapeutic skills in this process are beneficial. It breaks down the defensive barriers that in a sea of legal speak and workplace or personal expectations. holding the staff member in a safe confidential space so they truly feel heard, can be extremely powerful. The process can help increase self-awareness and gently shine a light in the dark corners of what can sometimes be months or even years of conflict situations at work.
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Failure to effectively address and resolve conflict between individuals impacts the wellbeing and performance of team members not directly involved. Resentment, anxiety, and factions can build, undermining a team's ability to work collaboratively towards the achievement of shared objectives, and eventually leading to decreased motivation, and increased risk of presenteeism and absenteeism.
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TCC's knowledge of investigations, mediation, grievance, and performance processes from an organisational context helps in two ways. Firstly, it gives the organisation confidence that the outcome will not be completely against procedures and expectations, and secondly the individual feels a sense of being understood in the context of a corporate setting, as well as from an emotional perspective.
Testimonial for Therapeutic Conflict Resolution Coaching:
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​“Coaching with Jo was a really positive experience with no judgement at all. I feel I gained a better understanding of myself, what triggers me and what motivates me. It has allowed me to reflect on what I do, who influences me and how, and the steps I need to take forward in a positive way."
Senior Manager, NHS
Testimonial for Therapeutic Conflict Resolution Coaching:
​“Coaching with Jo was a really positive experience with no judgement at all. I feel I gained a better understanding of myself, what triggers me and what motivates me. It has allowed me to reflect on what I do, who influences me and how, and the steps I need to take forward in a positive way."
Senior Manager, NHS
+44 (0)7920 2611120
Testimonial for Therapeutic Coaching:
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“Lucy's ability to skilfully play back what she was hearing, to explain the 'science', and to recognise patterns in my experience has been hugely beneficial to me as someone who likes to understand. I understand more about my triggers and responses, and learnt new techniques for better self-management. Together with her ability to ask questions that challenged me to think more deeply, we explored more breadth than what I originally sought help for.”
Head of Department, Public sector/Government
Testimonials for 1:1 Therapeutic Coaching:
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"The mix of therapy and coaching really shifted things for me in a way working with other coaches hadn't. Sarah's supportive but honest and pragmatic approach helped me confront and think about things differently, making it possible for me to make the change I needed and wanted. I couldn't recommend therapeutic coaching highly enough."
Director - Finance industry
Testimonials for 1:1 Therapeutic Coaching:
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"Karen is very empathetic, but also able to point out hard truths or asks difficult questions that can help you move through and confront an issue. She would also call out when she thought I was pulling away or being triggered by a topic area and we would explore in more detail. She really seemed to understand when to push and when to leave something."
Chief Technology Officer
For more case studies on our work with individuals, teams, and neurodiversity, or our
psychoeducational workshops, visit www.therapeuticcoachingconsultancy.co.uk/results or scan here:
Get in touch for a free consultation about how we can help your people remain in and thrive at work.
Testimonials for 1:1 Therapeutic Coaching:
​
"The mix of therapy and coaching really shifted things for me in a way working with other coaches hadn't. Sarah's supportive but pragmatic approach helped me confront and think about things differently, making it possible for me to make the change I needed and wanted. I couldn't recommend this highly enough."
Director - Finance industry
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"Karen is very empathetic, but also able to point out hard truths or asks difficult questions that can help you move through and confront an issue. She would also call out when she thought I was pulling away or being triggered by a topic area and we would explore in more detail. She really seemed to understand when to push and when to leave something."
Chief Technology Officer
Testimonial for Therapeutic Coaching:
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“Lucy's ability to skilfully play back what she was hearing, to explain the 'science', and to recognise patterns and links in my experience has been hugely beneficial to me as someone who likes to understand. I understand more about my triggers and responses, and learnt new techniques for better self-management. Together with her ability to ask questions that challenged me to think and feel more deeply, we explored more breadth than what I originally sought help for, making the experience more comprehensive and helpful from a whole-life perspective. ”
Head of Delivery, Department for Transport
Summary of Therapeutic Coaching process
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Early sessions – formulating an understanding of the problems:
The person-centred counselling way of being created a warm, safe, non-judgemental relationship, built on trust and empathy. We began to understand:​
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The client had not realised the impact of the missed promotion, and had been ignoring/suppressing a 'pressure cooker' build up of heightened anxiety for some time
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His need to ‘fake’ a continued sense of confidence with colleagues was at the root of his worries about being an ‘inauthentic leader’/imposter syndrome
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From childhood, the client finds intense emotions as highly uncomfortable and threatening, resulting in the development of unhealthy coping mechanisms/safety behaviours (e.g. an intense need to feel in control during challenging times)
The middle sessions – creating, and practising solutions:
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To develop healthier emotional regulation, we enhanced client’s self-awareness of inner world, in relation to both his physical (body) and cognitive (inner voice) self.
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Psychoeducation around the nervous system activation (FFF) and the power of parasympathetic nervous system (e.g benefits of mindfulness/breathing on stress reduction and enhanced presence )
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Worked on the client’s ability to identify/feel emotions (E.I.), and used various coaching tools to assess daily stress levels, and to redesign optimal 'work-life balance'
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Created a Wheel of Wellness to assess the areas of client’s life that contributed to holistic health and wellbeing, and identify any areas that had been neglected/deprioritised due to work pressures
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Summary of Therapeutic Coaching process
​
Early sessions – formulating an understanding of the problems:
The person-centred counselling way of being created a warm, safe, non-judgemental relationship, built on trust and empathy. We began to understand:​
-
The client had not realised the impact of the missed promotion, and had been ignoring/suppressing a 'pressure cooker' build up of heightened anxiety for some time
-
His need to ‘fake’ a continued sense of confidence with colleagues was at the root of his worries about being an ‘inauthentic leader’/imposter syndrome
-
From childhood, the client finds intense emotions as highly uncomfortable and threatening, resulting in the development of unhealthy coping mechanisms/safety behaviours (e.g. an intense need to feel in control during challenging times)
The middle sessions – creating, and practising solutions:
-
To develop healthier emotional regulation, we enhanced client’s self-awareness of inner world, in relation to both his physical (body) and cognitive (inner voice) self.
-
Psychoeducation around the nervous system activation (FFF) and the power of parasympathetic nervous system (e.g benefits of mindfulness/breathing on stress reduction and enhanced presence )
-
Worked on the client’s ability to identify/feel emotions (E.I.), and used various coaching tools to assess daily stress levels, and to redesign optimal 'work-life balance'
-
Created a Wheel of Wellness to assess the areas of client’s life that contributed to holistic health and wellbeing, and identify any areas that had been neglected/deprioritised due to work pressures
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Explored and understood client’s ‘triggers points’
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Drew on psychodynamic understanding to explore early life experiences and how his response in the present may be linked to the coping mechanisms he experiences in the ‘here and now’
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Identified unhelpful ‘safety behaviours’ (e.g. black and white thinking) and used CBT techniques to challenge these ‘core beliefs’ about himself and others to create more balanced narratives
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Worked through his need to ‘be in control’:
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Used the ‘Circles of Control' model to challenge client’s perspective on current experiences, explore alternative narratives, and develop new strategies to tackle issues
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Enhanced client’s empathy skills by exploring how his behaviours impact others, and practised new healthier coping mechanisms (e.g. “Communication not Conflict”, and setting clear boundaries)
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Rebuilt confidence in leadership style and ability by focusing on a) strengths, skills, and personal qualities; b) Leadership style, enhanced self-acceptance and self-belief and c) values – identified client’s core personal and professional values and identified any areas of current misalignment/conflict
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Identified future developmental needs: a) think and communicate strategically; b) seek opportunities for strategic recognition; c) enhance ability to communicate influentially (personally and professionally)
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Final sessions: reviewing progress, fine tuning solutions, and planning for future
With deeper understanding about his strengths and desired organisational values, the later sessions supported him through process of applying for and achieving a Director role in a different company. The final sessions focussed on leaving his current organisation with a strong professional legacy and working relationships (including a renewed trust with his boss) and preparing to approach his new leadership role with maximum confidence, enjoyment and a new foundation of balance across his personal and professional worlds.
Summary of Therapeutic Coaching process
​
Early sessions – formulating an understanding of the problems:
The person-centred counselling way of being created a warm, safe, non-judgemental relationship, built on trust and empathy. We began to understand:​
-
The client had not realised the impact of the missed promotion, and had been ignoring/suppressing a 'pressure cooker' build up of heightened anxiety for some time
-
His need to ‘fake’ a continued sense of confidence with colleagues was at the root of his worries about being an ‘inauthentic leader’/imposter syndrome
-
From childhood, the client finds intense emotions as highly uncomfortable and threatening, resulting in the development of unhealthy coping mechanisms/safety behaviours (e.g. an intense need to feel in control during challenging times)
The middle sessions – creating, and practising solutions:
-
To develop healthier emotional regulation, we enhanced client’s self-awareness of inner world, in relation to both his physical (body) and cognitive (inner voice) self.
-
Psychoeducation around the nervous system activation (FFF) and the power of parasympathetic nervous system (e.g benefits of mindfulness/breathing on stress reduction and enhanced presence )
-
Worked on the client’s ability to identify/feel emotions (E.I.), and used various coaching tools to assess daily stress levels, and to redesign optimal 'work-life balance'
-
Created a Wheel of Wellness to assess the areas of client’s life that contributed to holistic health and wellbeing, and identify any areas that had been neglected/deprioritised due to work pressures
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Case study:
Group Therapeutic Coaching
This case study anonymises client details to protect individual and organisational confidentiality.
Executive Summary:
Over a six month period, a series of six group therapeutic coaching cohorts were facilitated for a large public sector organisation. The goal was to encourage more senior practitioners to apply for Director roles. Participants were still processing their experiences during the Covid pandemic, and struggling to operate with insufficient resources. Following the programme, practitioners reported multiple benefits including increased confidence in leadership ability, compassion for self and others, and had strategies for achieving a healthier work-life balance. The outcomes led to a 25% increase in applications to Director roles for the organisation.
Problems group experiencing:
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Participants were committed to the leadership programme and aware of its goals, but almost all were experiencing high levels of stress and anxiety, no work-life balance, and feeling disempowered and isolated in their current roles.
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Surviving the hardship of insufficient staff numbers, under funding, and the continuing impact of the pandemic, meant most practitioners had back to back meetings all day, without breaks or time to think. The risk of 'burnout' was high.
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Being fully present and committed to the group coaching was initially challenging for participants due to lack of experience of psychological safety and how to 'own the space'.
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Themes strongly emerged including 'imposter syndrome', low confidence, fatigue, vicarious trauma and moral injury.
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The group felt they had not had any professional opportunity to reflect, and expressed a desire to better understand the impact of their recent experiences on their sense of self.
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The therapeutic coach recognised the importance of building a therapeutic alliance based on Rogers (1960) six conditions, to hold what the coachees brought with full confidentially.
Recommended solutions:
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Type of intervention:
Group coaching cohorts x 6
Client title(s):
Ranging from Senior Practitioners and Managers to Deputy Directors
Industry:
Public sector
Length of coaching contract:
6 months
Number of sessions:
4 x 2 hour sessions for each group
Outcome for Clients:
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Participants reported the opportunity to feel seen, heard, and respected by the organisation was deeply restorative, inspiring, and over the course of the coaching, re-energising.
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The group reported strongly benefitting from the psychological safety that was facilitated for them, which enhanced their feelings of trust and connection with colleagues and their workplace.
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Participants were enable to identify and celebrate their existing strengths, while also creating space to explore new goals and priorities for life and work.
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Group work and exercises enhanced the self awareness of participants, and gave them strategies for self care.
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They developed boundaries around their work-life balance (e.g. maintaining stricter out of office hours, managing workload) and gained confidence in communicating these to others. This enabled them to feel more empowered and in control of their working environment and personal lives.
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Through developing closer connections with one another they began working collectively and collaboratively, reducing feelings of isolation and enabling them to address challenges with positivity and strategic focus.
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To reduce stress, participants gained an understanding of neuroscience, the sympathetic and parasympathetic nervous systems, activation of the vagus nerve and polyvagal theory.
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The group learnt emotional regulation and relaxation techniques including mindfulness, yoga practices, and moving and stretching away from screens.
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As their own self compassion increased, participants felt more confident in their leadership ability, and able to be compassionate leaders and supporters of their teams.
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Experiencing the power of psychological safety within the group encouraged them to recreate conditions for their own teams. They felt confident to approach 'difficult' conversations with empathy and positivity.
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The outcome of the coaching and leadership programme led to an immediate 25% increase in applications to Director roles, achieving the original goal for the public sector organisation.
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The programme was recommissioned several times with continued positive outcomes for the individual wellbeing of participants, and for the leadership teams within the organisation, and and is now on its fourth round.
Outcome for organisation:
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Participants gained enhanced self awareness, emotional insight, and practical tools and techniques, empowering them to approach the interviews feeling confident, well prepared, and ready to take on the new challenge. The organisation gained many motivated, supported, and energised new leaders.
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The coaching had outcomes beyond the sessions, promoting a culture of positive challenge and shared goals to try to embed compassionate leadership in the senior teams.
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Many participants adapted their approaches within their teams (e.g introducing team supervision and measure to support greater work-life balance), with a culture of psychological safety benefitting a much wider group of employees.
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With more leaders feeling confident to having previously perceived 'difficult' conversations, conflict will be avoided or resolved and solutions will be arrived at more swiftly and accurately, benefitting all involved.
Testimonials for Group Therapeutic Coaching:
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"“Karen uses her coaching and counselling skills to great effect, in helping you recognise your strengths, your goals and priorities for life and work. She can work fluently as either therapist or coach, depending on the circumstances.""
Senior Practitioner, Public sector
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“Karen is very empathetic, but also able to point out hard truths or asks difficult questions that can help you move through and confront an issue. She would also call out when she thought I was pulling away or being triggered by a topic area and we would explore in more detail. She really seemed to understand when to push and when to leave something.”
Senior Practitioner, Public sector
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Testimonial for Group Therapeutic Coaching:
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“I would highly recommend Karen as a coach for her ability to provide tailored advice, deep health industry knowledge, and a supportive approach that fosters both personal and professional development. She has helped me to expand my horizons and focussed my techniques for executive role selection and interviews.”
Senior Practitioner, Public sector