Coaching & Development
Whether that’s one confidential conversation, a cohort programme across your organisation, or something built specifically around where your people are — we’ll help you work out what fits.
Four ways in
Clearly different kinds of support – but you don’t have to choose before you speak to us.
Confidential one-to-one support
Confidential one-to-one support for senior women navigating menopause or menstrual health while carrying significant professional responsibility.
The women most affected at work are frequently those with the most experience and the most responsibility — and the most to lose by saying so. Coaching sits outside that dynamic entirely. It is confidential, it is not reported to your employer, and it is a space to think clearly.
Coaching does not treat symptoms. It builds the strategies, language and clarity to keep making good decisions — and to ask for what would actually help.
What it involves
- Fully confidential
- One-to-one, in person or over Zoom
- Flexible session frequency
- Self-funded or employer-sponsored
- Free 40-minute introductory session
Facilitated group programmes
Facilitated group programmes supporting women at different stages of their working lives — from early career through to senior leadership.
Most women’s development programmes address confidence, visibility and progression. Few acknowledge that a significant proportion of the women in the room are managing health alongside all of it. Ours does both.
The result is a programme women recognise themselves in, and one that addresses the real reasons experienced women step back.
What the programme covers
- Confidence, visibility and self-advocacy at work
- Menstrual health and menopause across the working life
- Navigating progression alongside health and caring responsibilities
- Peer network built in across the cohort
Shared challenges, worked through together
Small-group coaching for people facing similar challenges at a similar level — a leadership cohort, a women’s network, or a group of managers moving into more senior roles.
It offers much of the value of one-to-one coaching alongside something individual sessions can’t provide: the recognition that comes from hearing others describe the same thing.
What it involves
- Small groups, facilitated by an experienced coach
- Confidential within the group
- Runs over several sessions rather than as a one-off
- In person or over Zoom
Built around where your people actually are
Where none of the above is quite the shape you need, we build something that is.
Content is shaped to your organisation and to the career stage of the group. A programme for emerging managers looks quite different from one for senior leaders, and both look different again where the diagnostic has identified a specific gap.
What it involves
- Scoped with you before anything is designed
- Shaped to sector, structure and career stage
- Can combine group sessions with individual coaching
- Informed by your diagnostic findings where you have them
Who this is for
Senior women
Executives, directors and senior managers navigating symptoms alongside significant responsibility.
Employers sponsoring a colleague
Organisations funding support for a valued senior employee they want to retain.
Growing organisations
Employers building a pipeline of women into senior roles and wanting to keep them there.
Employee networks
Women’s networks looking for structured development rather than ad-hoc events.
Post-diagnostic organisations
Employers whose assessment identified development and progression as a gap.
Women in transition
Anyone weighing a career decision they suspect symptoms are driving.
Common questions
Yes. Where an employer funds coaching we confirm attendance only. Nothing discussed in a session is reported back.
Cohorts usually work best between eight and twenty. Larger groups can run as multiple cohorts.
Programmes run as a cohort over several facilitated sessions rather than a single workshop, because the peer relationships formed between sessions are a large part of the value.
Yes — individual coaching is a common add-on to a cohort programme, and works well where someone needs confidential space alongside the group work.
No. Tell us what’s happening and we’ll help you work out the right shape of support.
Expertise that understands both people and organisations
Work Life People founder Karina Todd brings more than 25 years’ experience across the corporate, public and voluntary sectors in the UK and Ireland, alongside more than 12 years as a coach and corporate trainer.
As a Chartered Accountant, she understands the commercial realities organisations face as well as the human ones – bringing both perspectives to her work with leaders, teams and individuals.
Not sure which would suit your people?
Book a free introductory call to talk through what’s happening in your organisation and explore what would be most useful.
You’ll leave with a clearer view of your practical next steps.