FAQ – Business

A free consultation is available to discuss your requirements and determine the best solution for you. From this, a full quotation will be prepared outlining delivery costs and where appropriate design and development costs. Delivery outside Dublin may incur travel costs.

Training – The cost will depend on the type of training you require. Rates for the delivery of our existing training courses can be provided. Custom built training will incur design and development

Facilitation – The cost will depend on the type and duration of facilitation required. As a rule of thumb one full day facilitation will require approximately two days preparation.

Coaching – The cost will be determined by the specific coaching package selected. Rates can be provided for individual sessions, group sessions or engagement for a number of days. Discounts are available for block bookings of 10+ days per month.

Absolutely! All information will be treated with the utmost confidentiality.

Facilitation is often used for senior management meetings, where data of a highly sensitive nature relating to performance management, financial data or competitive positioning may be discussed. Equally during training and coaching, personal challenges and professional relationships may be explored.

From initial consultation to post delivery, all disclosures are considered confidential. If necessary an NDA (Non-Disclosure Agreement) can be signed in advance of engagement.

The reputation of REFLECTION is built on trust. With over 20 years of experience in coaching, facilitation and therapy you can rest assured that YOUR business will remain YOUR business.

Due to the current COVID-19 pandemic ALL services – training, facilitation and coaching are currently being delivered via Zoom utilising best practices regarding timing, comfort breaks and exercises to ensure maximum engagement.

In normal circumstances training and facilitation are delivered on your premises or off-site, coaching is delivered on your premises or remotely.

REFLECTION has utilised Zoom and Skype for a number of years to deliver coaching. Most clients have reported the experience to be just as effective as ‘face-to-face’ engagement. 

Training is typically directive in nature as it involves imparting new or updated knowledge to the student/participant.

Mentoring involves giving support, guidance and advice. It is usually provided by a person who is in a more senior role to the mentee and covers a specific skill or speciality the mentee wants to emulate.

Coaching focuses on empowering an individual through observation and questioning, encouraging them to discover solutions for themselves!! It nurtures a culture of responsibility, drawing on the individual’s own resourcefulness, learning and experiences. It assumes the coachee has the answers or has the wherewithal to find the answers to their own challenges.

Note: A coaching intervention may uncover the need for training or the appointment of a mentor

The combination of mentor guidance and coaching can be very effective!!

A mentor is generally someone more senior or experienced in the organisation that will take the mentee ‘under their wing’ and advise/guide them on a specific competence or behaviour. The mentee learns from the experiences of their mentor.

A coach however, helps an individual to take responsibility for their own improvement by encouraging them to become more self-aware. During coaching the individual has the space to explore their own experiences and take an honest look at how they are performing. They will determine the results they desire and brainstorm the options to achieve these results.

So, YES! By combining the observed experience of a mentor alongside the insights from one’s own experience gives you the best of both worlds!!

YES, we believe coaching is highly effective. All positive change can be accelerated with coaching. Many studies are now available proving the efficacy of coaching in the workplace. Some notable findings:


  • Companies that offer training alone experience 4% increase in productivity, but when combined with coaching that figure rises to 88% Gerald Olivero, Denise Bane & Richard Kopelman. Public Personnel Management (Harvard Business Review)
  • A recent study by CSO Insights reveals a correlation between quota attainment and coaching. When coaching skills exceed expectations, 94.8% of reps meet quota.
  • “Coaching is the single most cost-effective development investment an organisation can make, as this learning naturally spreads across the workplace”. Penny de Valk cited in Creating a Coaching Culture report (Institute of Leadership & Management)

Individual coaching is most effective if your people have a variety of different challenges to address. For example, if you have a high performing sales representative who wants to raise the bar on sales achievements (to a more senior level) or a manager who wants to improve their leadership skills. Individual one-on-one coaching offers a space for them to explore their personal strengths and challenges.

Group coaching is appropriate if you have a number of employees with a similar challenge. For example, if you have a group of sales people who are struggling to connect with “executive level” contacts. A group coaching session will allow the participants to discuss their individual challenges while benefitting from the collective experience of the group. They will gain access to collective ideas and options for solutions. This process can also prove extremely effective in promoting future collaboration within the group.

When there are budgetary constraints, leaders often struggle to determine who on their team will benefit most from coaching. Will it be the low performers who struggle to hit targets OR the high performers often resistant to coaching, doubting they have anything to gain?

Low performers will be emboldened by their strengths and inspired to achieve more while high performers will be encouraged to analyse their ‘forte’ to ensure consistent top performance. What about the rest of your team?

According to Brent Adamson and Matt Dixon, authors of The Challenger Sale, most sales managers tend to spend most of their energy coaching the “very best and very worst” salespeople on their team – i.e. the top 20% and the bottom 20%. Consequently, the middle 60% gets the least amount of attention. But Adamson and Dixon explain “the real payoff from good coaching lies among … your core (middle) performers.”

The simple answer is that EVERYONE can benefit from coaching. Let us help you clarify your desired outcome before you decide.

Engagement continues for as long as there is benefit to you. Typically a coach will be engaged for a consecutive 3 – 12 months depending on the issue being addressed.

Some engagements are for weekly/fortnightly sessions (e.g. sales skills coaching) while others are for monthly sessions (e.g. management – ‘coach the coach’ or executive coaching).

REFLECTION’s philosophy is to promote self-awareness and the habit of ‘self-reflection’. This will enable you to move to a ‘self-coaching’ model as quickly as possible and reduce the need for an external coach.

One of the key elements of successful facilitation is neutrality.  Engaging an external facilitator for frequently run sessions/meetings may prove expensive and some organisations prefer to use their own staff. Challenges, however, can arise for internal staff, as neutrality may be compromised. A staff member can be drawn into the ‘content’ of the meeting, feeling the need to express their own opinions and can on occasion become emotive when more volatile subjects are discussed.

By engaging REFLECTION we can support your internal staff to hone their facilitation skills. This typically involves co-facilitation. The internal facilitator is observed over a series of meetings/workshops. Skills can be transferred on the job while ensuring that your facilitator can perform their role without feeling that they are ‘in the spotlight’. Intermittent coaching sessions will be used to provide feedback and recommendations for improvement. This will give your facilitator the space to reflect on their successes and areas needing improvement. Supporting a few individuals in this way will ensure that you have a ‘pool’ of internal facilitators at the ready and will over time eliminate your need for external help.

Meetings are an expensive business.  A two hour meeting with 8 people attending equates to 2 full days effort. With that level of time investment it is extremely important that your meetings are productive. However, the most common complaint is that meetings are a waste of time! They are described as boring, unfocused or inefficient due to an unwieldy agenda.

To run a successful meeting structure is crucial. Attendees need guidance to remain focused on:

  • the purpose of the meeting
  • relevant contribution
  • clear outcomes

Facilitation permits this. An external facilitator will have NO investment in the meeting other than to ensure its effectiveness, encouraging equal participation, constructive input and productive output. 

External facilitators are trained to remain impartial and inspire a genial experience even when dealing with serious or contentious business issues.

To ensure a successful meeting your facilitator must have:-

  • a clear understanding of the objectives of your session
  • a broad understanding of relevant business processes
  • a clear understanding of any perceived pitfalls

Your facilitator does not need to be an expert in YOUR business however, it is important you feel confident that you are in safe, skilled hands. To this end REFLECTION offers a free consultation before you engage to discuss your needs/concerns and to ensure that both you and the facilitator are comfortable working together.

It is the policy of REFLECTION to provide successful facilitation. Therefore, we will not engage unless we feel confident we can deliver.

To ensure you receive the best session possible it is advisable to book your introductory consultation at least 4 weeks in advance of your desired facilitation. Understandably, there are times when a meeting is called at very short notice – we will always do our best to accommodate your deadline. Please call or email to check availability.

The client normally organises the logistics, however assistance can be provided. Please note that this will incur extra cost.

Logistics to be considered include:

  • Venue (will session be held on or off site?)
  • Room bookings
  • Facilities
  • Participant invitations

To complement logistics the trainer/facilitator will advise on room layout and materials required. We will work with you to determine the timing of the session, ensuring adequate breaks.

Haven't found the answer to your question?

Get in touch

Contact Form
Scroll to Top

Book Introductory Call