Coaching for twenty people, development for two thousand.
Today the coaching budget goes to a small group. With the platform, the same method reaches the whole organisation, and we deploy coaches where their experience pays off most.
Where it breaks down today.
We see these four patterns in almost every organisation, whatever the sector or size.
Coaching is scarce
Only high potentials and problem cases get a turn. The large group in the middle gets nothing.
Spotted too late
Development only starts when something triggers it: a conflict, a performance review, someone about to leave.
No shared language
Assessment, training and appraisal each use their own model. Insight gets lost along the way.
Hard to prove
People are happy with the sessions, but nobody sees development over time. So the budget discussion starts from scratch every year.
What the platform does with the same budget.
Choose the size of your organisation. The ratio between what you reach today and what becomes possible stays similar at every scale.
Eighty programmes is already a big undertaking, and it reaches four percent of your people.
Reach without costs that rise with the number of participants.
Indicative, based on standard coaching rates and our own programmes. In a demo we work it out with your actual figures.
A concrete pricing example.
Say an organisation with 100 employees uses coaching as a standing practice.
What goes in?
What does it return?
Coaching rates and programmes are indicative. We tailor the make-up of the coach panel and the number of sessions to your organisation and needs. Return figures are based on industry averages; actual outcomes differ per organisation.
From pilot to the whole organisation.
We start with one team and expand based on what becomes visible. No year-long implementation project.
Set up
Your own environment with your development themes, language, house style and frameworks. Coaches linked.
Pilot team starts
Q‑test for everyone in the team, AI coaching available right away.
Coaches join
Human coaching on the themes that surface in the conversations.
Review and expand
Remeasurement, an aggregated picture, and a decision on the next groups.
Insight into development, without looking into files.
What is said in a conversation stays with the participant. What the organisation sees is the pattern across groups: where the pressure is, which Q’s lag behind, and whether that is changing.
We do not report on groups smaller than ten, so individuals cannot be identified.
What we put in writing before we start.
Data ownership
Conversations and reports belong to the participant. We agree retention periods per organisation.
The manager’s role
No access to individual programmes. There is a conversation about team themes.
Coach quality
Accredited, regularly assessed, with fixed agreements on confidentiality.
What AI does not do
No assessments, no advice on performance, no signals to the organisation.
Sister brand Teampeak
Teampeak digitises the performance conversation cycle; Pontes coaching links to the goals and feedback that come out of it. Discover Teampeak ↗
Work it out with your own numbers.
In twenty minutes we set the platform against your current coaching budget, and show what a pilot with one team involves.