Success Enablers™
Success Enablers™
Workplace Coaching Programmes
Workplace Coaching Programmes
Embedded Files
Support the person. Equip the manager. Change what is getting in the way.
Support the person. Equip the manager. Change what is getting in the way.
Employer-funded workplace coaching programmes that work across the individual, the manager and the organisation.
Not another six isolated sessions. A structured intervention designed to create measurable, sustainable change.
Coaching one person does not always solve a workplace problem.
Coaching one person does not always solve a workplace problem.
When someone is struggling at work, the default response is often to send them for coaching. Sometimes that is exactly what is needed. Sometimes it is not.
If expectations remain unclear, workload is unsustainable, adjustments are inconsistent, or the manager lacks confidence, responsibility for change cannot sit solely with the employee.
Coaching someone to cope better with a system that keeps making success harder isn’t development. It’s compensation.
Success Enablers™ Workplace Coaching works across the person, the people around them and the system itself, turning insight into practical changes that improve performance and reduce avoidable friction.
“Mike treats my lived experience with genuine respect and understanding. His questions prompt deep reflection and self-awareness, helping me reconnect with my strengths and accept my whole self. I feel seen, supported and championed, which has changed how I advocate for myself.”
“Mike treats my lived experience with genuine respect and understanding. His questions prompt deep reflection and self-awareness, helping me reconnect with my strengths and accept my whole self. I feel seen, supported and championed, which has changed how I advocate for myself.”
Dr Lorna Pender | Medical Director & Patient Engagement Professional
Diagnose before prescribing.
Diagnose before prescribing.
We do not force every situation into the same coaching package. We start by asking what is making success harder than it needs to be, who needs to be involved and what must change.
Workplace coaching becomes valuable when:
Workplace coaching becomes valuable when:
A capable employee is struggling, but capability is not the real problem.
Adjustments exist on paper, but the day-to-day experience has not changed.
An employee and manager are frustrated and increasingly talking past each other.
Stress absence, burnout or a difficult return to work needs more than good intentions.
A neurodivergent employee is carrying too much responsibility for explaining what they need.
You are worried that someone good will disengage or leave.
The starting point is a clear sponsor conversation and a proportionate diagnosis. Then we agree the right level of intervention.
One methodology. Three connected lenses.
One methodology. Three connected lenses.
SELF | Support the person
SELF | Support the person
Confidential coaching to reduce cognitive overload, clarify priorities, protect capacity, strengthen boundaries and build a sustainable way to perform.
PEOPLE | Equip the manager
PEOPLE | Equip the manager
Practical support to communicate clearly, agree expectations, enable useful adjustments and lead different minds with greater confidence.
SYSTEM | Change the environment
SYSTEM | Change the environment
Identify the workload, processes, working conditions, and patterns that create unnecessary friction.
The programme-level changes. The question underneath it does not:
What’s making success harder than it needs to be?
What’s making success harder than it needs to be?
“Mike brings a rare combination of lived experience and practical insight. His approach helps people understand neurodiversity more clearly, challenge their assumptions and work more effectively with neurodivergent individuals.”
“Mike brings a rare combination of lived experience and practical insight. His approach helps people understand neurodiversity more clearly, challenge their assumptions and work more effectively with neurodivergent individuals.”
Hermionie Blake | Senior Talent & Capability Lead, Defra
PROGRAMME 1
PROGRAMME 1
Individual Workplace Coaching
Individual Workplace Coaching
For an employee or leader who needs focused, confidential support to understand what is getting in the way and build a more sustainable way to perform.
The programme can include:
The programme can include:
Sponsor contracting and clear success measures
Confidential one-to-one coaching
Work on cognitive overload, priorities, confidence, boundaries and self-advocacy
A practical Success Enablers™ action plan
Agreed midpoint and closing impact reviews
Best suited to: a primarily individual challenge where the workplace context is broadly supportive and the person has enough influence to act.
PROGRAMME 2
PROGRAMME 2
Workplace Co-Coaching
Workplace Co-Coaching
For situations where progress depends on change from both the employee and their manager.
This is not the manager sitting in on confidential coaching. It is a structured programme that gives each person space to think, then brings them together where it will help.
The programme can include:
The programme can include:
Sponsor conversation and separate discovery and contracting
Individual coaching for the employee and manager
A midpoint review focused on what is changing in practice
An optional facilitated joint session
A shared Success Enablers™ action plan covering communication, expectations, adjustments and working patterns
Closing sessions and sponsor outcome review
Best suited to: strained working relationships, unclear expectations, inconsistent adjustments, return-to-work challenges or situations where both sides need support to change.
PROGRAMME 03
PROGRAMME 03
Organisational Workplace Coaching
Organisational Workplace Coaching
For organisations seeing the same friction across several people, teams or managers. The goal is not to treat each case as an isolated problem.
The programme can include:
The programme can include:
A defined cohort of employees, leaders or manager-employee pairs
Individual coaching and co-coaching where needed
Common Success Enablers™ diagnostics and impact measures
Anonymised learning about recurring barriers, patterns and system friction
Practical recommendations for leadership, people practice and workplace design
Best suited to: organisations dealing with repeated adjustment breakdowns, avoidable burnout, manager confidence gaps, inconsistent practice or the loss of capable people.
What this is not
What this is not
It is not therapy, performance management by proxy or a way for an employer to access private coaching conversations. Confidentiality is protected throughout. Nothing from an individual session is shared without agreement, except where professional safeguarding or legal obligations apply.
What changes
What changes
For the individual: greater clarity, reduced overload, stronger boundaries and more sustainable performance.
For the manager: clearer expectations, better conversations and more confidence supporting performance without rescuing or lowering the bar.
For the organisation: less avoidable friction, stronger retention, earlier intervention and clearer evidence that coaching is changing what happens at work.
“Mike brings heart and strategy to neuroinclusion. His ability to reframe ‘accommodations’ as ‘success enablers’ shifts thinking from fixing people to creating the conditions for people to perform. His approach is thoughtful, grounded in lived experience and clearly connected to business success.”
“Mike brings heart and strategy to neuroinclusion. His ability to reframe ‘accommodations’ as ‘success enablers’ shifts thinking from fixing people to creating the conditions for people to perform. His approach is thoughtful, grounded in lived experience and clearly connected to business success.”
James Frowen | Deputy Director, UK Civil Service / UKHSA
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