Your managers hold the organisation together.
Nobody holds them.
A dedicated ICF-certified coach for every people manager,expert consultationwhen they're worried about someone on their team.
A private space for manager growth.
The manager's dashboard is completely confidential. It's where they schedule sessions, message their coach between meetings, and track actual progress against the goals they set.
- Seamless scheduling & rescheduling
- Asynchronous messaging with their coach
Managers are expected to handle everything. Including things nobody trained them for.
A manager absorbs the team's pressure, notices the person who's struggling, and holds the difficult conversation. They do it with no training for the emotional part and nowhere to take what it costs them.
The manager is carrying it
Being a manager takes a measurable toll - and the people most likely to leave over it are the ones you least want to lose.
- A measurable toll, and it falls on the people you least want to lose
- Takes team stability with them when they quit
- Takes institutional knowledge with them when they quit
- Leaves you a hiring cycle to replace them
And they're your early warning system
Managers see distress before HR does - and most have no idea what to do with what they've noticed, so they wait, or they guess.
- Missed deadlines that used to be routine
- A camera that's always off now
- A person who's gone quiet in meetings
- No idea what to do with what they've noticed
Three services. Named correctly.
Most "manager coaching" products bundle three different things under one word. We keep them separate - because they need different credentials, different confidentiality rules, and different people delivering them.
- ✓Difficult conversations and conflict
- ✓Stepping up into a bigger role
- ✓Delegation, boundaries, overload
- ✓Confidence and decision-making
- ✓How to open the conversation
- ✓What's appropriate to ask, and what isn't
- ✓How to refer without breaching privacy
- ✓Direct route into the crisis pathway
- ✓Mental health for managers - the basics
- ✓Recognise and respond
- ✓Psychological safety in your team
- ✓Modelling rest, and taking it yourself
We don't call consulting "coaching."
Coaching is a defined profession with an international standard. It means a partnership that helps someone think, not an expert handing over a solution. Programmes that promise a "step-by-step process to fix your team problems" are describing consulting - and calling it coaching doesn't make it coaching.
- Works to the ICF Core Competencies and Code of Ethics
- Helps the manager see the situation more clearly - including whether the problem is personal or structural
- Partners on goals the manager sets, reviewed against real progress
- Holds the manager as capable of finding their own answer
- Recognises when a need is clinical and escalates immediately
- Hand over a prescribed process for fixing the team
- Advise on HR matters, performance management or discipline
- Provide therapy, diagnosis or clinical treatment
- Report on the manager to anyone above them
- Act as an assessment tool for leadership decisions
You're paying for it. You still don't see it.
A manager being coached on "I'm struggling to lead this team" will not be honest if they think it reaches their VP. Nobody books that session twice. So the boundary is set in writing before the first one, and enforced by architecture - not by good intentions.
- That a specific manager is being coached
- Anything said in a coaching session
- The goals a manager is working on
- Who they consulted about, or why
- Any judgement of the manager's capability
- How many managers are engaged overall
- Aggregate goal attainment across the cohort
- Broad themes at organisation level, never traceable
- Manager retention and engagement trends
- Nothing about a group small enough to identify anyone
Manager burnout is common. Coaching isn't the treatment for it.
The coach notices
Named, not sidestepped
Navigator takes over routing
Both, if it helps
Coaching that's measured like everything else here.
Coaching is usually sold on satisfaction scores. We measure goal attainment against goals the manager set, tracked in RefillGrowth™ - and report the business outcome that actually justifies the spend.
Manager coaching, answered directly.
Training teaches a framework to a room. Coaching works on this manager, in this role, with these three problems, right now - with the same coach across the engagement so nothing is re-explained. We offer training too, and we think you need both. What we don't do is run a workshop and call it coaching.
Because they're different services with different rules. Coaching is a non-directive partnership under the ICF Core Competencies - the coach helps the manager think, and doesn't hand over answers. Consultation is advisory - when a manager is worried about a team member, they need guidance and a next step. Bundling them means either the coaching drifts into advice-giving, or the manager with an urgent worry gets asked how they feel about it.
No. Leadership sees aggregate engagement and aggregate goal attainment - never an individual manager, never session content, never what someone consulted about. This isn't only a privacy position; it's what makes the programme work. A manager who thinks their VP can read this will not book the session that would have helped.
Every coach is ICF-certified, working to the ICF Core Competencies and Code of Ethics, with mentor coaching from a senior coach on a documented cadence - the same supervision standard our therapists have. Credentials are verified at onboarding and re-verified annually, and every coach completes mandatory crisis-protocol training.
The coach names it and a Care Navigator arranges therapy with an RCI-registered clinician - the manager doesn't start over or retell their history. Coaching can continue alongside therapy where that helps, working from a single care plan. Every manager already has full EAP+ access, so nothing needs to be purchased or approved for that to happen.
Dedicated. The same coach throughout the engagement, matched on the manager's context, language and preference. Rotating coaches means re-establishing the relationship every session, which is precisely what makes most coaching benefits go unused after the second appointment.
Either. It can extend an existing EAP+ deployment or run as a standalone programme for your management layer. Managers in the programme always receive full EAP+ access regardless - the escalation pathway depends on it, so it isn't something we'd sell without.
Stronger managers. Teams that stay.
A dedicated coach for every people manager, a specialist to call when they're worried about someone, and training for the whole layer - with outcomes measured and a portion of our fee behind them.