How to build your business case for return to work or career coaching

I’ve noticed there has been an uptick in the organisations that are allocating budgets for the wellbeing of their staff. They are realising there are multiple ways to support their team, and coaching and training are one way! However, you may find there are a few hoops to leap through before you can take that first coaching call, so today I am going to help. Let me show to how to build your business case for coaching,

In recent times, the number of clients I support for return and career coaching supported financially by their employer has increased. Whilst the titles may vary (they have been called Personal Development Budgets, Training Funds, Return to Work Support, Wellbeing Budget, or Staff Development), they all represent the same thing. The ability to have your coaching funded by your organisation.

I’m going to take a quick sidestep and talk to the budget holders. If you aren’t sure about the importance of having a wellbeing culture, then I suggest that you take a look at A Work In Progress by Gethin Nadin. This sets out just why you need to be embedding wellbeing (which coaching can be a tool to support) and helps set out some examples of how.

Now, back to the case in hand. How to build your business case for return to work or career coaching. You don’t have to be too formal with this – sometimes just a simple conversation with HR or your Line Manager can be enough. However, having these points in mind can help keep you on track and definition support you when your organisation has an application process.

Asking for coaching can feel hard, especially if it’s coming from a place of feeling uncertainty. However, supportive your organisation is, even when coaching it within the context of professional development, the fear of rejection can lead you to avoid directly asking for what you need. The points below can help you focus, and make sure you are covering all the points you want to include.

All of this is based on the belief that EVERYONE benefits from Coaching. Should you find that the organisation doesn’t have the budget for 1:1 coaching, this approach can help you find a compromise, such as a group coaching programme, training, time to work on developing your skills or a discussion around what your workday looks like. These can all support your wellbeing as well as your career. However, if you start the process asking for 1:1 coaching, then at least you have a goal to begin the conversation with.

A business case can be simplified by providing answers to questions, which you can ask yourself and answer for those that need to know!

What is the issue?
What is happening right now that you want support or development with? You can use this blog ( How to identify your coaching needs) to help you narrow this down. As part of this, you can also refer to any company policies or processes that reference staff support. It may be explicit (such as a specific budget), or it may be subtle (such as Senior Management talking about wellbeing campaigns and culture). Either way, connecting your needs with the messages that the company share about staff support can help contextualise your request.

Why Coaching?
What is it about coaching that you feel will support you? Bring in what you know about yourself, and the impact of coaching, to demonstrate why it’s the best support right now. This blog contains some great stats about the impact of coaching, that could help if your organisation is newer to coaching as a support tool.

How will you know it’s working?
It is useful to consider how you will track your progress when you are working with a Coach; especially if your organisation talks a lot about ROI! Either way, understanding how you will track your progress with a coach at the beginning of your time, will help you keep focused and the coaching be impactful. Find out more about that here.

Who would you like to work with?

If you have identified someone you want to work with, briefly explain what it is that you like about their approach. Bring in case studies, testimonials or, if it’s relevant, personal recommendations. If you haven’t someone in mind (yet) consider the type of support you would like. Is it a Coach, or it is a mentor, a counsellor or is it training? If you aren’t sure of the difference, and how to pick one, then I (unsurprisingly) have a handy blog here. 

If you have identified someone, you may already have a ballpark figure of their cost. This can help start the conversation about cost.  I’ve had situations where the budget someone is given doesn’t match an existing package I offer, so I create something bespoke to suit what they need and the max amount. But start with a figure to help both of you and your manager set expectations.

Finally, if working your way through this has made you wonder if I am the right Coach for you, let me present you with my most frequently asked questions, to add to your business case!

I’ve stripped back the project management principles of a business case to four very basic questions, but I believe these are a great way to prepare yourself to ask for the support you need. It doesn’t matter if you are looking for coaching when you return to work, start a new job, move internally or are looking for a better work-life balance. These questions will create a structure for your support request and help begin a conversation with your manager about how they can help you. If you are in a position where you don’t have access to this support, then you can even work your way through these questions to decide about your investment in coaching! Either way, it means you can begin your personal development journey in control and with an end in mind.

If you have been on this journey, which questions did you ask yourself?

If you would like to speak more about my support, and the budget you have available, then book a call here.