The Charity Coaches Collective are a group of independent coaches working collaboratively to support change, development and growth in the charity sector. Helping to shape the direction and develop programmes based on best practice in coaching & training, feedback from past participants, and information through staff feedback channels at client organisations.
Collectively we have over 100 years’ experience of working with and in charities. We understand the unique challenges of the sector and we are deeply committed to developing leaders that can rise to these challenges and excel.
Between us we have a breadth of professional expertise across the charity sector and beyond. We have worked across a range of departments and roles including Learning and Development, Change Management, Fundraising, Communications, Operations, Finance, Research and Engagement, Volunteer Services and Advocacy.
We’ve coached, facilitated and run workshops with organisations representing a wide cross section of the sector including International Development, Research, Mental Health, Environmental, Climate, Media and Information, Health, Education and Arts.
Working together as a cohesive group we deliver programmes tailored specifically to the needs of the organisation whereby our individual strengths, skills and knowledge can be drawn upon as is most appropriate to offer the best service. This enables us to support multiple areas of challenge including change, growth mindset, personality metrics, mental health, leadership, values, confidence, career motivators, supporting working parents.
As a collective we ensure we align our standards and approach to coaching to ensure consistently of experience across an organisation from contracting stage through to work delivered and evaluation. Any one of us can represent the collective as your key touch point to ensure you feel you are dealing with a cohesive body rather than 5 individuals. We collaborate openly and honestly as a group on learnings, evaluating work, peer support, review and development of the collective.
Working as a collective of coaches means we can offer your staff a choice of coach and always encourage chemistry calls between coach and coachee to ensure they find the right coach/coachee match.
The challenges collectively supported
Our programmes provide a dedicated space for staff to explore their challenges in a safe and supported way. The freedom to express oneself openly, guided by insightful questioning and techniques has the power to unlock transformation not just in one area but across whole life. Through the programmes you can expect staff to increase awareness and make changes that impact positively across all areas of their life, not only their work.
Our work through coaching and workshops can support staff in many ways.To give you a flavour of how working with the Charity Coaches Collective can benefit individuals and organisations we have listed the types of issues we typically see with our clients, that our coaching approach can help with:
Overwhelm: In our experience staff in the charity sector are incredibly dedicated, working hard towards a cause they believe in but this can come at a high cost when hard work slips in to overwhelm, stress and frustration. Overwhelm can affect health and well-being as well as relationships at home and at work. It can lead to procrastination and increased anxiety as staff feel unable to make progress. We often see staff pushing through to get things done to a standard that is unattainable and exhausting. Leading from overwhelm can impact on individuals and their teams, creating difficult and unhealthy working environments.
As a result of our coaching approach we see reduced anxiety and stress, a greater sense of ease and control, better time management and clearer prioritisation which results in increased impact and greater well-being.
Managing change: Managing organisational change can be challenging for leaders as they face uncertainty and challenging decision making, in our experience this can be particularly difficult where change impacts on job roles and structures.
As a result of our coaching approach we see people process their own responses to the changes to enable them to take positive action, champion the organisational direction and support their teams through the changes.
Emerging Leaders: Readiness for the next step can feel challenging, especially where staff are already busy. Staff can hold themselves back from the next step for fear of overwhelm or lack of confidence in their own abilities.
As a result of our coaching approach we see people build the skills and mindset to help them step in to their first leadership role.
Confidence: Lack of confidence can limit potential and hamper career progression. A lack of confidence can make it hard for talented staff to get their ideas and thoughts heard, they may be easily silenced by others or may overly worry about the reaction of others which stops them from speaking up or taking action. A lack of confidence can lead to low self-esteem and get in the way of your staff fulfilling their potential and limits the impact they can have in their role.
As a result of our coaching approach we see greater self-belief, greater comfort with taking risks or pushing beyond old comfort zones, a greater sense of empowerment.
Performance: There can be many reasons why someone who was a high-performer starts under-performing. Understanding what’s happening and taking steps to bring individual’s back to a place where they can be their best is good for the individual and the organisation.
As a result of our coaching approach we see people re-engage with their role with a renewed sense of purpose and energy or able to take decisive action on what the right next step is.
Relationships: Leaders and managers can face challenging situations with their staff and peers. This can lead to strained working relationships or unacceptable behaviour. These challenges can be among the most stressful for staff. Knowing how to build effective relationships and have difficult conversations in a constructive way supports a positive organisational culture.
As a result of our coaching approach we see people take responsibility for their own behaviour and role in relationships and draw on additional resources to help them approach difficult conversations or interactions.
Returning to work: Returning to work after an extended period can be a challenging transition for a number of reasons including reduced confidence, increased anxiety, a shift in personal priorities and commitments and significant personal changes.
As a result of our coaching approach we see people transition back to their role in a supported and positive way, leading to greater retention of talent.