Do you have the skills to drive performance in your team? Perhaps you struggle to have supportive yet challenging conversations at work? Or perhaps your people don't have the skills you need to deliver your strategy?

If these questions resonate with you, have you considered developing your own coaching skills or those of your leadership team? Coaching has a proven positive effect on the quality and tone of conversations. A leader or manager who uses a coaching style will empower their team to take responsibility for their own development and performance. This, in turn, helps increase engagement and improve productivity whilst helping the organisation develop the necessary skills and behaviours to achieve its strategic goals.

As coaching experts, we know the skills you need to have effective conversations to build this capability. We also know how to develop these skills, we've been doing it for years.

So we've used this expertise to develop a new, easy to use coaching framework and created a short burst training programme that will build the necessary skills and the understanding of how to apply them effectively in your role.

It's called ELECTRIC Coaching™. We run open programmes in multiple locations across the year so you can either book a place below or scroll down further to learn more about the framework and associated programme.


Book a place on this course
Expand or collapse meEssential Information including locations & dates

Duration: 6 Weeks

Time Commitment: 25 hours

Accreditation: EMCC Foundation Level

Entry Requirements: Reasonable business English and the opportunity to have coaching style conversations at work

Individual Fees: £1,200 + VAT (Fees for organisational programme are dependant on numbers, please contact to discuss)

Location and Dates:  

  • 26/27 June - London (sold out)
  • 18/19 September - Oxford (sold out)
  • 27/28 November - London
  • 26/27 February - Oxford
  • 1/2 May - London
  • 2/3 July - Oxford

We will only run a course if we have a minimum of 6 people enroled. We will inform participants one month in advanced of their chosen date as to whether we have sufficent numbers. We reserve the right to cancel or amend course dates and to move participants to different courses as required.

Contact: Ed Parsloe

Expand or collapse meWhat does ELECTRIC stand for?

The ELECTRIC Coaching™ framework provides a practical guide to help structure impactful coaching conversations in the workplace. ELECTIRC stands for:

  • Engage – this is all about putting the person first with the work focus second, you coach the person not the issue. Build rapport and demonstrate equality.
  • Listen – this is all about actively demonstrating your full attention to the person throughout the conversation. Seek to understand, clarify meaning and do not judge.
  • Explore – this is all about using insightful questions to encourage exploration of the subject. The questions should be clear and effective, avid long and complicated questions.
  • Challenge – is all about challenging and testing motivations before any firm plans and targets are agreed. High performance comes about when the right balance of support and challenge are provided.
  • Target – is all about ensuring that at the end of the coaching conversation the oterh persons leaves with a clear target to work towards. Clarity on actions and timescales are important.

The “ELECT” part of the framework covers everyday coaching conversations in the workplace.  The “RiC” part of the framework should be used for any coaching conversations that are not “one off” interventions. 

  • Review – consider progress, how did they get on, what’s been happening?
  • Insights – enquire what the other person is discovering or realising about themselves, others and /or their context, what insights have they surfaced?
  • Conclude – encourage the other person to speak about their “new present” and consider any new opportunities being explored.
Expand or collapse meWho is it for and what are the benefits?

This programme is best suited for:

  • Leaders, managers and project leads who may have permanent responsibility (leaders/managers) or temporary responsibility (project leads) for teams or groups.
  • HR professionals and aspiring coaches who may not have line management responsibility but are likely to have conversations to support others in the workplace.

The benefits for successful delegates include:

  • A permanent shift in management style as they understand how to use coaching skills effectively at work;
  • More time to focus on their role, improving their own performance, their ability to implement strategy and long term career prospects; 
  • Increased engagement, productivity and performance of their team, direct reports and clients (internal & external);
  • Greater ability to support people through change and develop resilience in others;
  • For aspiring coaches, the development of the core skills required to build a successful career in coaching and mentoring.
Expand or collapse meHow do I book?

We deliver this programme to:

  • Individuals through our series of open enrolment programmes. These are scheduled throughout the year in either London, Oxford or Birmingham. You book your place online using our online booking system in the blue box above.
  • Organisations by delivering this in house. To find out more and for volumes discount please contact Ed Parsloe
Expand or collapse meFeedback from participants

“Amazing! What a clever use of simple tools. Great to really see and experience how the ELECTRIC coaching technique can transform ideas, thinking, management support and really support others in feeling motivated and taking ownership of their dilemmas.”

“The two day course felt really comfortable, allowing the group to get to know each other and providing plenty of time for discussion. The content was well balanced. The post-workshop elements of the course ensured learnings were put into practice and the final assessment was a great opportunity to reflect.”

“I would say to others that the ELECTRIC coaching framework provides a structure within which conversations can happen where the person being coached is the centre of attention; where the person being coached is encouraged to explore their ideas/thinking/challenges in a non-judgmental, open and supportive way; and where they have the time to think through and articulate what they might do differently in the future to deal with the matter at hand. The framework then encourages commitment to review specific actions over time to ensure the discussion leaves a pragmatic and lasting legacy – hopefully delivering a sought after change for the better.

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