How to Get Your Coaching Funded by Your Company (Without the Awkward Conversation)

Let’s be honest for a second.

Most of us don’t struggle with wanting coaching. We struggle with asking someone else to pay for it.

Not because we're not capable. But because it feels… awkward. Unclear. A bit “how do I even bring this up?”

So here’s what I’ve seen after 10+ years of doing this work. In reality, this usually comes up in one of two ways:

1. The “easy yes” conversation

You’ve got a solid relationship with your manager. You’re already having open conversations about your development.

At some point, it naturally comes up.

Maybe they say: “Have you ever thought about coaching?”

And you’re like: “Funny you mention that… I actually have.”

You explore it, you find the right coach (hi 👋), and before you know it, you’re working together and things start shifting pretty quickly.

Confidence. Clarity. How you show up. All of it.

No drama. No awkwardness. Just a straightforward investment in your growth.

2. The “I know I need this, but no one has said it out loud” scenario

This one is far more common. You’ve either:

• been given feedback (but no real solution)
• hit a wall in your confidence or performance
• or you have a very specific goal you want to reach

And deep down, you already know: coaching would help.

But no one is handing it to you on a silver platter.

So now you’re in that in-between space of: “I want this… but how do I actually ask for it?”

This is exactly why I created simple done-for-you funding templates. Because over the years, my clients have used simple, clear emails to:

• get coaching fully funded
• position it as a performance investment (not a “nice to have”)
• and have confident, grounded conversations with their managers

Without over-explaining. Without over-apologising. Without spiralling.

A quick reality check (the part no one says out loud)

Most of the time, this isn’t about budget. It’s about:

• how clearly you communicate the value
• how confident you feel asking
• and whether your manager understands the impact

Because when it’s positioned properly, this isn’t a “nice extra.”

It’s:

• better performance
• stronger decision-making
• more confident leadership
• and less second-guessing, slowing things down

And I’ve seen it time and time again. A client comes to me saying, “My manager thinks I need too much support in meetings, so has recommended coaching”.

A few weeks later?

“I don’t need help in meetings anymore.”

That’s the shift.

If this is something you’ve been thinking about, take this as your sign to stop overthinking the ask.

You don’t need to have the perfect words.

You just need to start the conversation. 

And my funding templates are the simplest and best way to start.