Organisations

Coaching & Training Solutions for your Business

Our team has decades of experience delivering quality, highly rated coaching and training solutions. We provide 1:1 and team coaching for organisations globally alongside delivering training solutions virtually and in person working with a range of companies from FTSE 100 / Fortune 500 to SMEs, charities and the public sector.

What sets us apart is the blended approach that our coaches and trainers take integrating Psychology into their approaches and making it relevant to the individuals they’re working with. This incorporates our holistic coaching framework which has a whole person focus

Are you looking to improve performance, enhance engagement, or support more creative decision-making across your organisation?

Our holistic coaching framework is designed to support whole person transformation working across domains to enabling deeper more personalised communication which builds genuine connection.

Since 2019, we’ve built a strong reputation for delivering high-impact training that focuses on real-world application. These are practical, proven skills your people can use every day.

Our mission is simple: to help the people in your business thrive.

We’ve delivered training in-house and externally for a wide range of clients, including Big Four firms, universities, FTSE 100 and Fortune 500 companies (in retail, finance, travel, and tech), the NHS, charities, and high-growth startups.

Why do coaching skills matter?

In today’s landscape, coaching skills are no longer optional for leaders and manager, they’re essential. Whether your managers are new to coaching or experienced leaders ready to deepen their expertise, we offer tailored programs to support:

Our programs are rooted in Psychology and Neuroscience with our trademarked holistic coaching framework at the core giving your leaders the understanding and tools to manage stress, navigate complexity, and lead with empathy and clarity all skills which are becoming even more important as AI changes the working landscape.

We know that the most effective leaders and managers use coaching skills : imagine if all of your organisation were confident and competent in using them the difference in engagement and performance – in fact managers with coaching skills have been found to increase performance by 130% (Bersin & Associates)

Unlocking Talent & Sources of Productivity

Traditionally coaching has been limited to performance coaching within organisations. We believe this has a space alongside more holistic coaching which supports people to grow developmentally.

Within your context this can look like coaching sessions or it can look like having a coaching focus for discussions both of which can support motivation, engagement and performance.

Coaching maximises the individual’s potential by unlocking talent and sources of productivity. As it is a results-orientated process, it drives both high performance and increases employee retention rates.

An Empowered Workforce

Coaching encourages the practice of self-coaching, so the coachee is empowered and able to manage challenges for themselves during the coaching and beyond. Having a confidential and reflective space with a qualified and experienced coach allows individuals to question approaches, experiences, come to conclusions and set their own objectives, what we call a “strategic thinking partner”’.

Managers are thus encouraged to become solution-orientated, promoting strategic thinking and applying a coaching approach with their teams. Some commonly cited benefits of coaching are significant improvements in relationships, team dynamics and communication skills.

Fostering Behavioural & Cultural Change

As coaching focuses on professional challenges and business skills, we commonly find that coaching given to managers and leaders can drive behavioural and cultural change in organisations by creating a culture of creativity and problem solving, as well as enhancing organisational performance and providing a return on investment.

Business Acumen & Self Awareness

Having line managers who possess the business acumen and understand the importance of self-awareness and emotional intelligence in the workplace can significantly reduce work related stress and absence, which ultimately positively impacts the organisation’s productivity and bottom line.

In addition, developing a manager’s business skills will allow them to inspire and motivate their teams, resulting in a positive impact on organisations by driving a high-performance culture and supporting the organisation’s goals.

“The role of the manager, in short, is becoming that of a coach.” – Harvard Business Review, 2019.

The Solution To Gain The Competitive Advantage

When your leaders are trained in coaching skills, they become equipped with a wealth of evidence-based coaching tools and techniques that enable them to positively influence organisational culture and improve the performance of those they lead.

They become better able to manage different people and personalities effectively; to drive behavioural change; to unlock talent; to encourage and motivate teams in a more powerful way, leading to long-lasting engagement and productivity improvements that support the organisation’s goals and targets.

At Optimus our training includes a focus on Psychology & Neuroscience which means that your employees will learn about how to manage stress, support others to improve well-being and build more effective relationships,

Our Gallery

Why Choose Optimus Coaching Group?

OPTIMUS DELIVERS BEST-IN-CLASS COACH TRAINING FOR PROFESSIONALS IN THE WORKPLACE

We provide accredited training alongside more bespoke solutions depending on your organisational needs.

Coach Training Solutions include:

Workshops / Programs

If you have a group of leaders / managers who you’ve identified as benefitting from coaching skills we often work with you to create bespoke workshops or training programs to meet your objectives.

These can include in person workshops, online learning or webinars.

We usually design the workshops based on level of coaching expertise :

New to coaching: this is for new leaders or managers or those who don’t have coaching expertise who want to build the foundational skills including active listening, supporting growth and presence. These can start from 1 day workshops.

Skill development: this is for leaders and managers who use coaching skills in their role and want to develop further by integrating Psychology & Neuroscience into what they doAdvanced skills: this is for internal coaches or those who do a lot of coaching who are looking to further elevate their practice.

All programs can include 1:1 or group coaching, coaching assessments, supervision and mentoring alongside training and are delivered in person (UK) or online.

Leader As A Coach

This course has been specifically developed for leaders and people managers who are responsible for business results and team performance to learn the art of coaching, so that they can advance their skills within the workplace.

Research shows that coaching leads to better engagement, higher productivity, increased retention rates and enhanced customer service. It also helps an employee improve performance, overcome challenges, reach aspirational goals, and build self-confidence.

What you will learn:

This programme empowers leaders to become more confident, more self-aware and more effective as a coach.

Driven by research and led by experienced trainers, the programme is delivered in a workshop style that enables the students to practice new skills and techniques in a safe environment.

Students will gain insight into the processes involved in behavioural change, as well as the organisational context for coaching and the dynamics of coaching relationships. They will also have valuable time to reflect and network with a supportive group of peers.

Benefits for participants include:

Benefits to the organisation include:

Modules (these can be modified on request)

DISC Behavioural Profiling

After transitioning into a management position, leaders or senior managers can often assume the people in their team work in the same way as them and think in the same way too. In reality this is not the case – therefore taking the time to understand the behavioural preferences within their team can significantly help the team’s overall performance.

Understanding the different behaviour types within a team is even more important given leaders are sometimes now managing teams in hybrid environments. Learning the 4 main personality profiles used in the DISC model: (D)ominance, (I)nfluence, (S)teadiness and (C)onscientiousness can be helpful when looking at understanding behavioural preferences as it means leaders can modify their communication and improve relationships with their team. It also helps leaders to get the most out of their team and increase productivity.

Ultimately, when a manager understands how people have preferences for different ways of working, they are able to create the conditions for them to flourish, which will improve their team member’s happiness and performance and contribute to the overall performance of the organisation.