How to Convince Your Employer to Invest in Your Coaching Training & Certification

Jun 23, 2024 | 0 comments

You have a strong desire to become a coach, but how do you persuade your employer to pay your tuition? Many companies allocate funds for employee development, yet the challenge often lies in effectively pitching the idea to them.

To overcome this hurdle, it’s crucial to step into your employer’s shoes and understand what they need to see the value in investing in your training. Let me introduce you to “Stacie” , one of our graduates who did just that!
[Spoiler Alert: I’ll share with you the same talking points I gave her!]


When I first spoke with Stacie, she had just attended a life-changing coaching workshop for leaders. It transformed her perspective, and she felt a deep passion to bring that same kind of support into her company. Energized and hopeful, she knew she needed to convince her employer to fund her desire to become an ICF Professional Whole Person Certified Coach.

However, her enthusiasm quickly faded when her employer showed little interest in this idea. Out of kindness, Stacie wrote to let me know that things hadn’t worked out as she’d hoped.

That’s when I offered to help. The next day, we were on Zoom strategizing a better way to pitch her request.

After hearing how she initially approached the topic with her employer, I was able to offer some perspective.

“Stacie,” I said, “I can see how much this means to you and how you’re already coaching in many ways. I wonder what your employer might need to hear to feel confident in their decision to invest in your training.”

It was clear that a company’s investment in Stacie would be of immense value. She was motivated and possessed the potential to be an incredible coach. Adding formal training would provide her with the structure and system needed to create sustainable change within the company, amplifying her impact.

As soon as I asked my question, Stacie was all ears.  I continued to share with my ROI Persuasion Plan: 5 Key Arguments for Securing Tuition Support. She spent the next week crafting what she called the Killer Proposal. 

By framing her request in a way that highlighted the mutual benefits for both her and her employer, Stacie created a compelling argument for why they should invest in her coaching training. This approach not only demonstrated her initiative and foresight but also aligned her personal development goals with the broader objectives of the organization. Now, Stacie is making a significant impact, guiding emerging leaders, and driving the company’s success through several coaching programs and is soon to launch her own business as a side gig in preparation for retirement.

Let’s get back to you. 

Please use my ROI Persuasion Plan as a way to get your company to invest in you and their future. If you have questions please post them below in the comments section!

ROI Persuasion Plan: 5 Key Arguments for Securing Employer Paid Tuition


Understanding Others: Revealing the Invisibles

  • Showcase the Benefits: Explain how your coaching skills will directly contribute to the company’s success. Highlight how improved leadership, better team dynamics, and enhanced employee performance can drive organizational growth.
  • Address Specific Needs: Identify current challenges within the company that your coaching skills can address. Whether it’s improving communication, managing change, or developing talent, show how you can provide solutions. This is especially important as most companies will be more likely to invest in solving problems that they can readily see.

Demonstrate Return of Investment (ROI)

  • Cost Savings: Point out that having an in-house coach can reduce costs related to external training and consulting services.
  • Increased Productivity and Engagement: Explain how coaching can lead to higher productivity, better results, and increased employee engagement, ultimately reducing turnover costs.

Provide Evidence and Case Studies

  • Research and Data: Present research and data that demonstrate the effectiveness of coaching in similar organizations. Use statistics, case studies, and testimonials to support your argument. The International Coach Federations has a lot of data to draw upon.
  • Success Stories: Share examples of companies that have benefited from investing in coaching for their employees, highlighting tangible outcomes such as increased sales, improved customer satisfaction, or enhanced leadership effectiveness.

Offer a Clear Plan and Commitment

  • Detailed Proposal: Present a clear and detailed plan for your training, including the program’s cost, duration, and content. Explain how the training will be integrated into your work schedule and how you will apply what you learn.
  • Long-Term Commitment: Express your long-term commitment to the company and your desire to use the coaching skills to contribute to its success. Show enthusiasm and readiness to take on additional responsibilities and initiatives post-training.

Highlight the Broader Impact

  • Cultural Enhancement: Emphasize how coaching can foster a positive company culture, promoting a growth mindset, continuous learning, and a supportive environment.
  • Holistic Development: Explain how coaching addresses not just professional growth but also personal development, making employees more well-rounded and resilient.

Got questions? Ask away in the Comments box below!  


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