COME BACK
Supporting leaders thrive at work after leave
Increase retention, confidence and performance
This is an opportunity for your organisation to lay the ground running for employees returning to work after an extended leave. Our specialist back to work coaching service helps leaders at all levels cope head-on with returning to work.
In maternity, after leave, despite 90% returning to work, a drop off of 20% was observed (EY, 2013); after sick leave, 31% of the employed survivors experienced poor work adjustment (Sanchez, 2001). Research shows that coaching is a great support and it increases confidence, performance, and wellbeing.
We work with an evidence-based coaching programme transforming lives and careers of leaders returning to work to helping them to stay at the top of their game.
Benefits of Back to Work coaching
Heightened Decision-Making & Action Planning
Strengthen ability to make decisions, take action, and stay focused on long-term goals.
Stronger Communication & Workplace Relationships:
Have better conversations with managers, speak confidently, ask for feedback, express needs clearly and navigate work discussions with ease.
Increased Self-Confidence & Awareness:
Regain confidence in abilities and instincts, reduce imposter feelings, and advocate for self. Understand perception of others (through tri-party meetings if applicable)
Improved Self-Care & Mental Health:
Reduce anxiety, manage worries effectively, and prioritize well-being.
Get energised about work
Increase motivation, get in the right frame of work and feeling valued by employee.
Positive Mindset & Emotional Well-Being:
Be more relaxed, more open and in a better mood.
Reference: Chivers,2025
Our Unique Approach
4–6 sessions of bespoke and personalised coaching, based on what matters to the coachee and the organisation. Each session lasts 60–90 minutes and takes place online at a time convenient to each individual coachee. The programme begins with a structured three-way conversation between the coach, coachee, and their line manager. This session serves multiple purposes: aligning on organisational priorities, exploring goals for the role, identifying key strengths, and building on what has worked well in the role to date. It’s also an opportunity to clarify expectations and surface meaningful development goals. A follow-up three-way conversation at the end of the programme helps to reflect on progress and plan next steps, ensuring the coaching is grounded in real-world impact and shared understanding.
A tailored diagnostic or personal profile (E.g. strengths-based inventory, an analysis of communication styles or a positive psychology assessment, wellbeing assesment.)
FEEDBACK
A journey back
Claudia Day
Practice Lead
Who Are Our Coaches
Most of our coaches have been trained to Master’s level at Henley Business School and have at least 10 years’ coaching experience. They use cutting edge and evidence-based techniques drawn from behavioural science and cognitive behavioural psychology, positive psychology, neuroscience and mindfulness, and many have an understanding of neurodivergence, disability and the intersection with menopause.
REFLECTIONS
How some feel about returning to work
Let your employees know that they are not alone, coaching can provide a place to navigate how they are feeling