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How is this different from HR outsourcing?
We build your internal capability; we don’t replace it.
What do you measure?
Adoption (usage/proficiency), delivery/quality, engagement/turnover, time-to-productivity, benefits realisation.
Will this be tailored?
Yes, context first, then design.
Can you support post-implementation?
Yes, governance cadences, dashboards, and periodic health-checks.
Who needs to be involved?
An executive sponsor, HR lead, and cross-functional leads (Ops/Finance/IT). We keep time commitments lean with focused workshops and async reviews.
How do you de-risk change fatigue?
Evidence-led case for change, stakeholder mapping, targeted comms & training, and adoption metrics with reinforcement-so new ways of working stick.
How do you work with an existing HR team?
As partners and enablers. We co-design, transfer tools, and upskill HRBPs/managers so capability remains in-house.
What industries and sizes do you support?
From scale-ups to complex enterprises across public, private, and non-profit sectors. We right-size governance and pace to fit context.
On-site or remote?
Both. We run hybrid engagements to minimise disruption and maximise adoption.
What about data privacy and confidentiality?
We operate under NDA, follow least-privilege access, anonymise survey data, and comply with your infosec and regulatory requirements.
Do you handle compliance and policy design?
Yes, where relevant and tied to outcomes (e.g., performance, capability, workforce). We also align with local labour regulations as needed.
How do you calculate ROI?
Baseline → target → results. We connect adoption and performance metrics to cost/benefit drivers (e.g., time-to-productivity, attrition, quality, throughput).
What if we only need a diagnostic or a pilot?
Great, start Diagnostic/Sprint to prove value quickly, then scale with confidence.
Can you integrate with our tools?
Yes, OKR platforms, HRIS/LMS, collaboration suites, survey tools. We work with what you have; no forced tooling.
Do you offer leader and team coaching?
Yes, executive & team coaching (incl. 360°) to embed behaviours and accelerate adoption.
Do you run retreats/offsites?
Yes, retreats & executive offsites for alignment, prioritisation, and values→behaviours work, with clear outputs and owners.
How do we start?
A Discovery Call → light Diagnostic → outcome-based roadmap with owners, milestones, and measures.
Is it tailored to our context?
Yes. We start with discovery and diagnostic (goals, strategy, constraints, culture, data), then co-design content, cadence, and measures to fit your organisation. No copy-paste playbooks-industry, function, and region are all considered.
Which assessments do you use?
360° feedback is standard (vendor-agnostic). Where useful, we add stakeholder interviews, behavioural observations, and optional psychometrics (e.g., preferences, emotional agility, decision styles). We’ll integrate your in-house tools if preferred.
How much time is required?
Typical cadence: monthly workshops (2-4 hrs), bi-weekly 1:1 coaching (45-60 mins), and on-the-job experiments (30-60 mins/week). Executive tracks can be lighter and highly targeted; manager cohorts include more practice labs.
Do you support remote teams?
Yes-on-site, virtual, or hybrid. We adjust session length and interactivity for each mode and provide digital toolkits for asynchronous practice.
How is impact proven?
Baseline → targets → re-measure at 90/180/360 days across three layers:
ICF alignment?
All coaching is ICF-aligned (ethics and competencies). Where applicable, our coach-training pathways are ICF-approved; mentor coaching available with MCC-credentialled coaches.
Post-programme sustainment?
Yes, governance cadences, adoption dashboards, refreshers, and quarterly health-checks. We also install leader routines and team agreements to embed new behaviours.
What’s the ideal cohort size?
Typically 12-24 per cohort. For executives, we run 1:1 or small pods (4-6). Larger rollouts use multiple cohorts with a common architecture.
Who should sponsor and participate?
We recommend an executive sponsor, an HR/L&D lead, and line leaders for each cohort. Sponsors help set outcomes and model behaviours; participants commit to practice between sessions.
What do participants actually receive?
A 360° report + debrief, Individual Development Plan (IDP), a 90-day leadership plan, leader toolkits (feedback, coaching, decision forums), and a measurement pack (behaviour KPIs, cohort analytics, impact summary).
How do you integrate with our systems?
We plug into your HRIS/LMS/OKR tools, collaboration suite, and performance cycles. We also align with your competency model and career architecture where relevant.
Data privacy and confidentiality?
NDA in place, least-privilege access, anonymised cohort reporting, and compliance with your infosec standards. Individual coaching conversations remain confidential; reporting is aggregated.
Languages and regions?
Delivery in English and Arabic (others on request). Content and casework are localised for regional norms.
Accessibility & inclusion?
Materials are accessible; sessions support varied learning styles; psychological safety is designed in. We can accommodate time zones, neurodiversity needs, and religious/holiday calendars.
Pricing and commercial model?
Fixed-fee Sprint, Programme, or Academy packages, or a scoped Statement of Work. Travel/venues for offsites are billed at cost. We’ll provide a clear proposal with timelines and deliverables.
How do we start?
Book a Discovery Call → run a light Diagnostic → receive an outcome-based roadmap with scope, governance, and measures.
How is this different from “culture workshops”?
Workshops create awareness; we install an operating system. That means translating values into non-negotiable behaviours, codifying team agreements and decision rights, equipping leaders with visible routines (role-modelling, recognition, performance dialogues), and setting measurement & governance so adoption is managed not hoped for. You get a Culture Playbook, enablement toolkits, and an adoption dashboard tied to delivery and quality outcomes.
Will this be tailored to our context?
Yes. We begin with a diagnostic (interviews, pulse, observation, performance data) and co-design with your leaders. Solutions are fit-for-purpose by business unit, geography, and maturity. We define minimum standards organisation-wide (the “vital few” behaviours), then allow local tailoring of examples, rituals, and enablement to ensure relevance and adoption.
How do you measure culture?
With a mixed-methods model across three layers:
How long does it take?
Do you integrate with our HR/performance systems?
Yes. We align behaviours with performance/OKRs, recognition, career paths, and your HRIS/LMS/collaboration tools. We integrate with what you already use (no forced tooling) and ensure data flows into a single, simple dashboard for leaders.
Post-implementation support?
We provide governance cadences (monthly adoption reviews; quarterly business reviews with culture KPIs), dashboards, refreshers, and quarterly health-checks. We create a champions network, transfer capability to HRBPs/managers, and supply update packs so the system is owned by your organisation, not by consultants.
Who needs to be involved?
An executive sponsor, a cross-functional Culture Council, BU/Function leads, HRBPs, and team-level champions. We keep time commitments lean via focused workshops and async reviews.
How do you prevent change fatigue?
Scope discipline, quick wins early, leaders modelling first, and signals that match intent (recognition, progression, and rituals aligned to target behaviours). We retire conflicting practices to remove noise.
Data privacy and confidentiality?
NDA in place; least-privilege access; anonymised cohort reporting; compliance with your infosec standards.
How is this different from project management or “comms & training”?
Project management tracks tasks and milestones; change management drives adoption and value. We:
Will this be tailored to our context?
Yes, diagnostic and co-design first. We tailor by role, process, geography, and risk, with minimum standards organisation-wide and local examples that make sense.
Inputs: strategy and timeline, stakeholder map, impacts/readiness, tool stack.
Outputs: context-specific comms & learning journeys, governance cadence, and a benefits profile with named owners.
What exactly do you measure?
We track leading → behavioural → performance indicators, baseline → targets → 30/60/90/180-day re-measures:
How do you avoid change fatigue?
Can you support after go-live?
Yes, hypercare and sustainment:
Do you integrate with our tools?
Yes, we work with your stack (no forced tooling): OKR/performance, HRIS/LMS, ITSM, BI/analytics, and collaboration suites.
Approach: connect learning & comms telemetry to adoption metrics, and adoption to KPIs in a single executive dashboard.
Compliance & privacy?
Yes, confidential 1:1 sessions. Sponsor/HR updates (where agreed) cover goals, progress, and business outcomes, not personal content.
Boundaries & exceptions: we follow ICF ethics; confidentiality may be broken only if required by law or to prevent risk of harm.
Data handling: notes are minimal, stored securely, and not shared. Aggregate, anonymised insights may be provided at programme level.
We run a chemistry session to confirm fit on domain context, coaching style, language, and time zone.
Bench: MCC/PCC-credentialled coaches; sector familiarity where useful.
If fit isn’t right: we rematch promptly—no penalty.
Typical cadence is 2–3 hours/month (e.g., 2 × 60–75-min sessions plus 30–45 mins practice).
Add-ons: shadow coaching, board prep, or observed meetings add short, focused bursts.
Programme length: 3–6 months standard; retainers for 6–12 months where sustained change is required.
We measure at three levels—baseline → targets → 90/180/360-day re-measures:
Coaching is ICF-aligned (competencies, confidentiality, informed consent). Mentor coaching available with MCC-credentialled coaches.
Supervision & QA: regular coach supervision, case reviews, and session observation (with consent) to maintain standards.
Both. We coach via secure video and on-site where needed (UK/EMEA friendly scheduling; global on request).
Tooling: we use your approved platforms or ours; no forced tooling.
Access & inclusion: accessible materials, multilingual options, and time-zone sensitive scheduling
What happens in a chemistry session?
30 minutes covering goals, context, coaching approach, logistics, and fit. You’ll leave with proposed outcomes, cadence, and next steps.
What happens in a typical session?
What is “shadow coaching”?
Live or recorded observation of a real meeting/presentation with time-stamped feedback on influence, framing, and decision facilitation. You’ll get targeted drills and a short playbook to reuse.
How do sponsor check-ins work?
Brief triad reviews (coachee–sponsor–coach) at start/mid/end to align on outcomes and evidence of impact. Content remains goal-focused; personal topics stay in the coaching room.
Where’s the line with therapy or consulting?
Coaching focuses on goals, behaviour, and performance. We don’t diagnose or treat mental health conditions. For organisational issues outside the coachee’s control, we may flag themes and suggest a consulting or team intervention.
Data privacy & retention
Languages & regions
English and Arabic available as standard; other languages on request. Materials localised to regional norms.
Cancellation & rescheduling
24–48h notice (per contract) to reschedule. Late cancellations may count as used to protect coach capacity.
Is this tailored to our context?
Yes, diagnostic and co-design first; we right-size for team size, mandate, and maturity.
Ideal team size?
Works best with 6–12; for larger groups we use sub-teams with shared forums.
Remote or hybrid?
Both. We adapt labs and experiments for remote tools; on-site options via retreats.
How is impact proven?
Baseline → targets → re-measure at 60/90/180 days (decision, delivery, safety, engagement). Dashboard provided.
How much time does it take?
Typical cadence: 2–4 hrs of labs monthly + light weekly practices embedded in normal work.
Will leaders be involved?
Yes, leaders model the behaviours, run the cadence, and recognise progress.
Confidentiality & data
Anonymous diagnostics; aggregated reporting; NDA and least-privilege access by default.
Yes, diagnostic and co-design first. We right-size by team size, mandate, maturity, and dependencies.
Works best with 6–12 participants. Larger groups are split into sub-teams with shared forums.
Both. We adapt labs and experiments to your collaboration stack.
Baseline → targets → re-measure at 60/90/180 days across behaviour, team process, and business outcomes.
Designed to be lightweight and embedded in real work.
Essential leaders set the tone and keep momentum.
Designed to create traction without overload.
Evidence first; vendor-agnostic. We integrate your tools.
Yes, function-specific, timed, and scored.
We define the funnel, set targets, instrument the steps, and track weekly.
What is AOCT Level 1?
A foundational, practice-first certification in the Organic Transformation Coaching (OTC) model. You’ll build reliable coaching habits, embodied presence, ethical contracting, precision inquiry, and clean session structure aligned with ICF Core Competencies.
What outcomes can I expect?
How is this different from generic coaching courses?
AOCT emphasizes live practice, calibrated observation, and competency-based feedback so skill becomes repeatable, not just understood.
Who is it for?
Aspiring and early-practice coaches, leaders, HR/OD partners, and facilitators seeking a rigorous, hands-on foundation.
Prerequisites?
No prior certification required. You’ll need curiosity, reliability for practice, and openness to observation and feedback.
How selective is admission?
Cohorts are kept small to ensure quality feedback and mentoring. Admission may include a short application and a brief conversation to align goals and expectations.
How will I learn?
Through a blended model: live classes, mentor coaching (group + 1:1), partner practice labs, observed coaching with feedback, and client-ready toolkits.
What are the core learning methods?
In what language is the program delivered?
English and/or Arabic (set per cohort).
How many hours per week?
Expect a steady rhythm of live sessions and labs plus short assignments. A detailed schedule is shared at enrollment.
What if I miss a live session?
Make-up pathways typically include recordings, office hours, or joining a parallel live block (subject to availability).
How am I assessed?
What do I receive upon completion?
An AOCT Level 1 Certificate of Completion and a portfolio pack (feedback summaries, selected recordings/transcripts when applicable, and client-ready tools).
Is this aligned with ICF?
Training content is designed in alignment with ICF Core Competencies and ethics. (If you plan to pursue an ICF credential, we’ll provide guidance on how your learning and mentor coaching can support your pathway without making accreditation claims.)
What does mentor coaching include?
Targeted group and 1:1 sessions focused on presence, contracting, inquiry, challenge, and ethical judgment—using marker-informed, strengths-based feedforward.
How personalized is the feedback?
You’ll set a development plan, receive calibrated observations, and track growth across cycles.
What materials are included?
Done-for-you templates: intake and contracting, session design canvas, values-to-action worksheet, accountability trackers, conflict-to-clarity map, and reflective journals.
Will I have access after the program?
Yes. You retain access to your templates and any downloadable resources. Selected session recordings may be available for a defined period (with consent).
What tech do I need?
Stable internet, camera/mic, and a quiet space. Materials are provided as PDFs/worksheets; no special software required.
Are sessions recorded?
Some live segments and practice sessions may be recorded for learning and assessment with prior consent. Confidentiality is maintained; recordings are stored securely and time-limited.
Accessibility and accommodations?
We aim to provide reasonable accommodations (e.g., captioning, pacing, alternative formats). Tell us your needs during enrollment.
Confidentiality & ethics?
All learning is governed by a clear confidentiality agreement and an ethics policy consistent with professional coaching standards.
Refunds and transfers?
Refund/transfer windows and terms are provided with the offer letter. Payment plans may be available.
Corporate sponsorships and group enrollments?
Yes—options exist for teams and HR/OD groups, including private cohorts.
Post-program support?
Alumni practice circles, optional supervision, and guidance on next steps (e.g., Level 2) are available.
What are the next steps?
Questions?
Email Info@ktalk.info and we’ll help you choose the best cohort and format.
Bottom line: AOCT Level 1 builds a dependable coaching foundation—presence you can feel, structure you can trust, and tools that turn insight into action—so you’re ready for real clients and confident progression to Level 2.
Do I need any prerequisites?
No. POCT Level 2 is a complete journey covering both foundational skills and professional practice designed for open entry with no prerequisites.
Is it suitable for beginners?
Yes. We start with core foundations (presence, contracting, inquiry, ethics) and build steadily through guided practice, mentor feedback, and observed coaching.
What if I’m already experienced?
You’ll bypass basics quickly via a brief diagnostic, then focus on advanced drills, higher-complexity cases, and competency-based mentoring to refine your signature style.
How do you support different experience levels in one cohort?
Differentiated pathways: optional primers, tiered practice labs, calibrated observation rubrics, and personalized feed-forward ensure everyone is challenged appropriately.
What will I leave with?
ICF-aligned habits, a dependable session arc, mentor feedback summaries, client-ready tools, and a portfolio of practice that demonstrates professional progress.
What if I’m already AOCT certified?
Great, your AOCT foundation maps directly into Level 2. You’ll be fast-tracked into the professional track and avoid repeating basics.
How it works
What you’ll still complete in POCT Level 2
What we need from you
Leaders, professionals, culture shapers, coaches, and individuals seeking deeper awareness, calmer nervous systems, humane collaboration, and sustainable delivery. Suitable for intact teams and mixed cohorts.
Organizations can expect sharper priorities and a calmer, more humane cadence captured in a concise Priority Map and a one-page Ways-of-Working guide (meeting hygiene, communication norms, quiet hours, deep-work blocks). Psychological safety grows through simple rituals for check-ins, feedback, and conflict repair; meetings get fewer and better with clear agendas, owners, and pre-reads; and decisions move faster with explicit decision rights, escalation paths, and a lightweight decision log. Cross-functional work smooths out via clearer roles and handoff checklists, reducing friction and rework. You leave with tangible artifacts (Priority Map, WoW one-pager, Meeting & Decision norms, Communication charter) and a light 30/60/90-day integration plan named owners, regular check-ins, and simple KPIs so the retreat’s clarity becomes everyday practice.
Expect steadier attention and energy as your nervous system settles, along with kinder, more confident boundaries rooted in self-respect rather than strain. You’ll leave with practical daily rituals that fit real life: brief arrival breathing, a few minutes of gentle movement, and a short reflection cue so calm becomes repeatable, not accidental. Through meeting the Inner Child with safety and the Shadow with curiosity, you’ll gain deeper self-understanding and integrate exiled emotions and stories into a wider sense of wholeness. Communication becomes clearer and kinder, replacing reactivity with choice and precision. To sustain it, you receive a simple micro-practice plan and lightweight prompts you can use at home or at work.
No. These are coaching-led, experiential programs not psychotherapy. We use reflective dialogue, embodiment, and facilitation; we do not diagnose or treat.
A crafted rhythm of centering, thematic sessions, practice labs, nature/quiet time, and evening reflection (often including silent dinners or fireside dialogues). Expect silence, breathwork, gentle movement, journaling, and small-group work.
A short intake (goals, accessibility needs), optional pulse survey for teams, and a simple intention-setting prompt.
Delivered in English and/or Arabic depending on the cohort. Bilingual materials available upon request.
Intimate by design (limited seats) to preserve depth, safety, and personalized coaching.
Trauma-aware, non-sectarian, adaptable practices. Please share accessibility, mobility, sensory, or dietary needs during registration; we’ll accommodate wherever feasible.
Gentle physical practice only. If you are in acute distress or under medical/psychiatric care, consult your clinician before attending. We maintain on-site first-aid and emergency protocols.
Yes, phone-light blocks to protect depth (e.g., devices off during sessions; check-ins at breaks). Clear guidance provided on day one.
We use a shared confidentiality agreement and simple ground rules (consent, choice, opt-out without explanation, non-judgment, no “fixing,” speak from the “I”).
Opt-in only. No recording of sessions. Consent is re-confirmable at any time.
Wholesome, light meals with vegetarian/vegan options. Please state allergies and requirements in advance.
Venues are selected for quiet elegance (e.g., heritage eco-retreats). Rooming typically offers single, twin, or double. Exact options listed per retreat.
Participants arrange their own travel/visas. We provide venue directions, nearest airports, and recommended arrival/departure windows.
Comfortable clothing for gentle movement, walking shoes, any personal medications, and an open mind. We supply props where needed.
We co-design goals, success indicators, and artifacts; corporate invoicing, vendor registration, and NDAs can be supported.
All retreats provide certificates of completion. ICF CCEs/units may be offered when applicable; details are stated per cohort when available.
Optional pre/post pulse (safety, clarity, burnout signals), meeting metrics, decision lead time, and personal wellbeing check-ins, reviewed at 30/60/90.
Tuition varies by venue and duration. Payment plans available. Corporate invoices supported. Currency and VAT are stated per event.
Limited aid may be available for individuals with need (application required). Teams can sponsor community seats.
Weather, strikes, public health advisories, or venue issues may require changes; we will offer transfer or refund options.
Zero tolerance for harassment or discrimination. We reserve the right to ask anyone to leave to protect group safety (with appropriate refunds per policy).
You receive a 21-day practice track, optional peer pods, and a possible 30-minute virtual integration call per cohort. Team programs include light accountability checkpoints.
Provides specialized HR consulting and coaching to transform people and organizations. We foster leadership excellence, strengthen team dynamics, and drive culture change translating insight into adoption for sustainable performance.
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