How do I get my employer to pay for coaching?

Did you know that many organisations set aside training and development budgets that aren't always fully used?

The budgets that are used tend to be used by the same employees - those who ask for it!

Maybe you’re reading this not knowing that employers funding coaching was even a thing, or perhaps you’re aware it happens but are just not sure how to go about asking for it. Either way, I’m going to share some tips on how you can approach this subject to help you to secure some self-development support, either partially or fully funded. 

It’s important to remember that preparation is key here. You need to make your request as easy as possible for your boss to approve, and being prepared with the key facts upfront will enable you to do this. 

Here are my five top tips:

1. Investigate your company’s guidelines

Check your company’s policy on employee training and development. Each company is different, and some may not even have a policy. You can find this information in your employee handbook, on your local intranet, by reading HR materials or by speaking to your HR team.

This will help prepare you for the conversation and enable you to answer any potential objections later. For example, your manager may say no because they think there is no budget, but if there is and you know that from your research, you can respectfully challenge that.

2. Be specific with your request

Do your research ahead of your conversation with your boss, so you can let them know specific details about the coaching package you want them to fund, not just provide a vague overview.

Let them see that you’re serious about this and that you’ve taken time to explore what’s available and that you are confident you have found the right option for you. Be ready to share the website, programme details and testimonials for the coach you want to work with.

3. Time it right

Find out when your business sets its budgets for the year. This is the best time to request funding, as once set, budgets may be inflexible. Make sure you get in there before it’s too late!

4. Put forward a business case

Be ready to fully explain why you want to do this coaching - tie it into your work performance, your appraisal feedback, and your career progression goals. Focus on the benefits to employers and detail specifically how this work will positively impact you both. 

For example, I work with a lot of women to help them with confidence, and this benefits them and their organisation in the following ways.

Investing in employee confidence and development can benefit both individuals and organisations through:

• increased productivity
• higher levels of employee wellbeing
• lower absenteeism and attrition
• more internal promotions and improved employee retention
• investing in women's development is one of the most effective ways to build a pipeline of female talent and reduce the gender pay gap.
• employee advocacy

And my clients can:

• Be their authentic self at work - instead of hiding parts of themselves or holding back how they really are/feel.
• Communicate in all settings and at all levels - instead of being held back by fear of judgement. 
• Make decisions independently - instead of second-guessing themselves and having to check with others.
• Take on extra responsibilities outside of the remit of their roles - instead of sticking with what’s within their comfort zone, because they’re scared of failing. 
• Go for promotions, secondments, and other projects - instead of sitting back and watching their colleagues get the opportunities. 
• Sell themselves and their abilities- instead of playing down their achievements and not accepting praise when it comes.

How would the coaching programme that you’re looking at help both you and your organisation?

5. Demonstrate your passion

Your enthusiasm and commitment will go a long way to persuading your employer to support you, so show them what this means to you and why this matters. Show them why you’re deserving of the investment. Demonstrate your current dedication and performance and show your clear commitment to succeeding. Remember that wanting to do this work is a sign of strength, not weakness. It's a clear indicator you take your self-development seriously and want to stretch to your full potential - so shout about this and be proud!

So, there we have it: how to get your employer to pay for your coaching.

Even if your employer can't fund coaching in full, they may be willing to contribute towards the cost or explore other development opportunities. The key is to prepare your case, demonstrate the value and start the conversation; you may be pleasantly surprised by the outcome.