Because in today’s competitive workplace everybody needs a little edge

Frequently Asked Questions

Coaching involves partnering with clients in a thought-provoking, creative process of self-discovery focused upon identifying solutions and strategies that inspire them to achieve their personal and professional goals, ambitions and unrealized potential.
Mentoring is a relationship in which a more experienced colleague uses his or her greater knowledge and understanding of the work or the workplace to support the development of a more junior or inexperienced individual. Mentoring relationships, unlike coaching relationships, are often long-term and informal in nature, and do not involve remuneration.

First and foremost, there should be a strong personal chemistry and connection between the client and the coach that is grounded in trust. If a client cannot relate to his or her coach then the basis for a sustaining relationship doesn’t exist.

Over and above that there are three important factors a client should consider and ask a prospective coach:

  • What training and accreditation does the coach possess?
  • What work experience does the coach have?
  • What are the values and principles that govern the way the coach conducts their practice?

Coaching is essentially a non-regulated profession. Despite that, the International Coaching Federation is the largest recognized authority for coaches worldwide. It establishes the standards and criteria for coaching accreditation.

Substantive work experience as well as working knowledge of various industry sectors is extremely important for those who are engaged in management/executive coaching.

Finally, the mission, vision and values espoused by a coaching organization are intrinsic to their standards of operation.

Coaching, unlike mentoring, is not usually a long-term relationship. While there is flexibility in the design and structuring of a coaching arrangement, typically, the duration is between three to six months.

Regardless of which coach you work with, or how that relationship is structured, every coaching arrangement requires a commitment and willingness on the part of the client to do the following:

  • Devote the necessary time to speak or meet with your coach;
  • Undertake suggested reading or activities as may be suggested;
  • Share openly, honestly and willingly regarding your thoughts, opinions and perspectives.
Typically, most coaching sessions run about an hour in duration. At Competitive Edge Coaching we don’t add incremental charges. Therefore, if a coaching session is scheduled for an hour, but runs fifteen minutes longer, you are not billed for the extra time.
Coaching sessions are typically conducted by telephone or a Zoom conference call. Sessions are normally scheduled at mutually convenient times weekdays between 9:00 a.m. and 6:00 p.m
No. Normally we do not tape coaching sessions. However, if a client specifically requests it this service can be arranged but a waiver and permission form will first need to be signed. There is no additional charge for this service.
Yes. We have a standard contract that we ask all clients to sign.
During our initial face-to-face meeting we ask all individual clients to sign our contract and provide us with full payment in the form of a cheque made out to “Competitive Edge Coaching” or e-transfer. For clients in Ontario payments will include HST of 13%. E-transfers are also accepted.

In the case of corporate clients payment is usually remitted in three equal instalments (i.e. a third at the time of contract signing; a third prior to assessments being conducted; a third at the conclusion of the contract).

A recent study conducted by the International Coaching Federation in the United States suggested that the average coaching fee was $231 per hour (U.S. $). In Canada, coaching fees vary from about $75 per hour to several hundred dollars. At Competitive Edge Coaching our hourly rate is very competitive and much less than major coaching organizations. We are happy to provide this information to prospective clients.

There are several different techniques that can be applied to measure the effectiveness of coaching. Some of these include the following:

  • 360 degree assessments;
  • Pre and post coaching surveys;
  • Empirical observations;
  • Client research;
  • Changes in skills and knowledge, or changes in how these are applied;
  • Organizational impact;
  • Interviews;
  • Surveys.
Assessments are any activity or evaluation that is conducted by a trained practitioner in order to assess a person’s performance. This may include skills, knowledge, abilities, personality traits, attitudes and job/academic potential.
We offer the EQ I 2.0, the EQ 360 and Personality Dimensions assessments to both our individual and business clients. The first two evaluate Emotional Intelligence which is a set of emotional and social skills that establish how individuals perceive and express themselves, develop and maintain relationships, cope with challenges and process emotions.
No. We offer this service as an aid to our clients but it is not a requirement. We do believe however that the results from an EQ I assessment can be very helpful to clients in identifying areas of strength or further development.