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    • Starter

      $ 140 /mo
      • Dedicated Executive Coach
      • On-Boarding Call With Coach
      • Frequent Check-Ins & Dialogue
      • Assessments, Tools, & Exercises
      • Progress Tracking & Feedback
      • Unlimited Messaging With Coach
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      Professional

      $ 340 /mo
      • Dedicated Executive Coach
      • On-Boarding Call With Coach
      • Frequent Check-Ins & Dialogue
      • Assessments, Tools, & Exercises
      • Progress Tracking & Feedback
      • Unlimited Messaging With Coach
      • 1:1 Video Sessions (Monthly)
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      Spots open on a rolling basis:
    • Due to demand, we are currently not accepting new Executive clients. To reserve a place on the waiting list, please contact us.

      Executive

      $ 780 /mo
      • Experienced, Expert Coach
      • Personalized Feedback & Insight
      • Assessments, Tools, & Exercises
      • On-Boarding Call With Coach
      • Progress Tracking & Feedback
      • Unlimited Messaging With Coach
      • 1:1 Video Sessions (bi-weekly)
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Assessments, techniques, and exercises developed by leading psychologists and world-class coaches.

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  • Before I got my team involved, I tried it myself. Having worked with internal coaches before, I was surprised how useful the 'messaging' was. [...] Pressed for time, I pinged David [coach] in the evening to get his thoughts on a sensitive memo and received valuable feedback the next morning. 

    Testimony image Peter Deng, AVP, Boeing

Still Have A Question?

How will I interact with my coach?

Because clients want different things from their coach, it’s hard to describe a typical relationship. Based on your goals, expect your coach to provide feedback, offer analysis, ask reflective questions, suggest techniques, challenge assumptions, bring up new concepts, provide support, interpret test results, suggest alternative strategies, play devil’s advocate, make recommendations, and so on. Basically your coach will engage you in the way they think is most likely to facilitate your development.

What kind of exercises do coaches use?

To give you an example of the diverse set of tools used by our coaches, here's how one of our basic communication-building exercises goes: 1) Clients are recorded giving impromptu answers to a set of questions from their coach. 2) Ten randomly selected reviewers use our communication rubric to evaluate the client's performance. 3) Ratings, feedback, and comments are compiled and sent to the client. 4) Client and coach analyze the results to identify problem areas and improve communication skills. Note that all exercises are optional.

How frequently will I interact with my coach?

Typically, coaches communicate with their clients every other day or a few times a week. That could mean anything from a few emails, a weekly video chat, or more. To a large degree, how you interact depends on what your coach and you mutually decide is best. Scheduling is always a factor as well. Most coaches plan engagements weeks in advance so last minute changes can be difficult to accommodate.

Why is coaching usually so expensive?

For those unfamiliar with the cost of coaching, coaches charge a median rate of approximately $4251 per hour. In short, this is because coaches pass on two majors expenses to their clients. The first is the high price of commercial psychometric instruments. Coaches pay upward of $80-100 per report per client to use tools like Myers-Briggs or DISC. The second major cost is travel and scheduling. Meeting clients at their workplaces obviously takes time and money. Clearly there are other reasons why coaching is expensive; but testing and scheduling are the most consequential.

Why is WorkCoach more affordable?

As coaches who strongly believe in the benefits of our practice, it frustrates us that only large corporations and wealthy individuals can truly afford coaching. That's one of the main reasons we created WorkCoach. By building on top of psychometric instruments from academia, we cut the cost of testing to nearly zero. In addition, by creating tools to facilitate "virtual" or "remote" coaching, we minimized the costs associated with travel and scheduling. People assume that a coaches' hourly rate is indicative of the quality of their services. Unfortunately that's not the case here at WorkCoach. Our mission is to deliver world-class coaching at a reasonable price that professionals can truly afford.

What are the major differences between video sessions and coaching via messaging?

Each medium has its advantages and disadvantages. Video sessions are often intensive and require more time and effort. That’s why people less familiar with coaching often start with messaging then change plans to add video sessions once they see the real value of their coach. That said, a surprising number of clients have also reported an unexpected advantage of messaging. Many have commented that the act of writing helps them organize their thoughts and even generate solutions to their own problems. On top of that, there's a growing body of research literature that links this form of writing to mood elevation, motivation, and lower levels of stress.

What is a 360 or multirater survey?

In large organizations, 360's are a popular tool used to help high-potential employees develop their interpersonal, communication, and leadership skills. Whereas a performance review focuses on the job a person is doing, a 360 focuses on the person themselves. The idea is simple: ask everyone that works with a person to answer a few questions about how that person conducts themselves at work. These answers are then aggregated, anonymized, and presented to the subject of the 360 to help them identify potential growth areas. Large organizations typically pay upwards of $100 per survey for HR consultants to manage this process. The "360" designation refers to the fact that a person's peers along with those in positions above and below them all give their feedback. Combining these perspectives helps create a more balanced point of view and thus a clearer picture of a person's behavior, impact, and skills.

What makes a 360 or multirater survey valuable?

For one, most people have never been in an environment where they received critical yet constructive feedback on a consistent basis. Even fewer have been evaluated by credible people they can trust. Plus, when people do get feedback, it's typically about their job performance, not how they speak, think, and relate with others. Without this direct feedback, it's very challenging for people to get a realistic sense of their strengths and weaknesses, and perhaps more importantly, whether or not their attempts improve themselves have been effective. That's why 360 feedback makes it possible to cultivate certain interpersonal, leadership, and communication skills that most people assume to be unlearnable.