FAQ

The neuroscience behind professional coaching is an emerging field of study that seeks to understand how coaching can impact the brain and promote positive changes in behavior, performance, and well-being. Here are a few examples of how coaching may impact the brain:

Goal-setting: When we set goals, it activates the brain's reward center, which releases dopamine, a chemical associated with motivation and pleasure. Coaching can help individuals to set meaningful goals and create a plan to achieve them, which can increase dopamine levels and promote a sense of accomplishment.

Self-awareness: Coaching often involves helping individuals to become more self-aware, which can activate the brain's prefrontal cortex, an area associated with decision-making, self-reflection, and emotional regulation.

Mindfulness: Coaching may involve mindfulness techniques, which have been shown to activate the brain's default mode network, a set of brain regions that are associated with self-referential thinking, introspection, and empathy.

Feedback: Coaching often involves providing feedback, which can activate the brain's amygdala, a region associated with emotional processing. Coaching can help individuals to process feedback in a constructive way, which can reduce stress and anxiety.

While there is still much to learn about the neuroscience of coaching, these examples suggest that coaching can impact the brain in meaningful ways and promote positive changes in behavior, performance, and well-being.

The return on investment (ROI) of leadership coaching can vary depending on a number of factors, including the goals of the coaching, the quality of the coaching, and the specific metrics being used to measure success. However, there is research that suggests that leadership coaching can have a positive ROI for both individuals and organizations. Here are a few examples:

A study by the International Coach Federation (ICF) found that individuals who received coaching reported improvements in areas such as work performance, communication skills, and work-life balance. The study also found that the median ROI for coaching was 700%.

A study by PwC found that coaching was seen as a key driver of leadership development and that organizations that invested in coaching saw improvements in areas such as employee engagement, retention, and productivity.

A study by the Manchester Consulting Group found that coaching produced an average ROI of almost 6 times the cost of coaching.

Of course, the actual ROI of leadership coaching will depend on a variety of factors, such as the quality of the coaching, the goals of the coaching, and the specific metrics being used to measure success. However, these studies suggest that leadership coaching can be a valuable investment for both individuals and organizations.

Being trauma-informed means that an individual or organization has an understanding of the potential impact of trauma on a person's mental, emotional, and physical health. It involves recognizing that trauma is widespread and that it can have lasting effects on individuals, families, and communities.

Trauma-informed individuals and organizations seek to create a safe and supportive environment for those who have experienced trauma, and they work to avoid re-traumatizing them. This can involve providing education and resources on trauma, creating policies and practices that prioritize safety and respect, and fostering a sense of empowerment and choice for those who have experienced trauma. Being trauma-informed is important because it helps to reduce stigma and promotes healing for those who have experienced trauma.

Coaches are often highly trained, experienced, and impactful. While rates can vary wildly, coaches who are highly qualified as coaches (PCC or higher, per ICF standards) and have also significant experiencing working and leading in corporate settings often have rates $200-$500/ hour or higher.

My individual coaching packages typically start around $1000, depending on the number and duration of sessions, program type, and other factors. Organizational rates are typically higher and depend highly on the kind of work needed.

For those who are part of historically disadvantaged populations (there are MANY), I offer a sliding scale as well as limited set of scholarship and pro bono slots. Contact me for details.