Case studies
Here at Rapport Coaching, diving into transformative projects and making a real difference is what drives me. My day is made every time I receive heartfelt testimonials from my happy clients. A few of my favorite coaching, training, and consultancy projects are showcased in the case studies below.
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Coaching Case Study:
Coaching Rare Disease Patient Group Leaders
Client Background:
Beacon for Rare Diseases is a UK-based charity dedicated to building a united rare disease community with patient groups at its core. Their patient group training helps these often small and voluntary organisations to form, grow, and professionalise.
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Project Objectives:
Patient group leaders, often parents, caregivers, or patients themselves, have to manage difficult and emotional personal connections to their conditions whilst simultaneously advocating for their community. They come from all walks of life and many do not have a formal background in leadership or organisational management.
To address these challenges, Beacon approached me to develop a leadership coaching programme. We aimed to create resilient and well-equipped leaders, who can confidently navigate their roles and relationships while advocating for their communities.
Programme Structure and Activities:
We launched the leadership coaching programme with an introductory session, where our participating leaders explored the coaching process, got to know me as their coach, and set their goals for the programme. We also provided the opportunity for participants to connect with their fellow patient group leaders and share their experiences.
Over the period of four months, I held three one-to-one coaching sessions with each of the participants. The hour-long coaching sessions were tailored to their individual needs, focused on equipping them with the skills and tools needed to excel in their roles as resilient leaders and advocates.
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We concluded the programme with a group reflection session, where participants shared their learnings and insights with each other. This group also became an important component of their support structure moving forward.
Outcome and Impact:
In feedback, all participants scored their satisfaction with the coaching programme as 10 out of 10. They shared that the programme helped them understand their roles better, gain perspective, and identify practical changes they could make.
One participant commented, “Taking some much needed time out to talk in a safe and encouraging space with Flóra was such a positive experience for me! At each session she encouraged me to talk through any challenges I was facing and gave me practical advice and tools to help me both reflect and focus to ultimately realise the solutions by myself. Flóra was incredibly easy to talk to, extremely attentive and always managed to make sense of my thoughts and feelings, all the while increasing my confidence and helping me to overcome my insecurities."
The programme's success has led to a follow on coaching programme in partnership with Beacon for Rare Diseases.
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Call to Action:
If you are interested in exploring one-to-one coaching or developing a coaching programme for your team, please get in touch to discuss how I can support you and your organisation.
Training Case Study:
Facilitating Organisational Transition at CGD Society
Client Background:
CGD Society is the leading UK charity dedicated to supporting individuals and families affected by Chronic Granulomatous Disorder (CGD). It plays a pivotal role in sharing information with the global CGD community. In response to growing demands, the CGD Society initiated a strategic shift to transition operational control from the voluntary Board of Trustees to their newly expanded staff team.
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Client Challenge:
In 2022, the CGD Society undertook the substantial task of redefining roles and responsibilities. Promoting the Charity Coordinator to Executive Director and adding a new role of Community Fundraising and Marketing Officer were pivotal changes. These shifts required clearer demarcation of roles and enhanced cooperation between the Board of Trustees and the staff team to ensure seamless governance and efficient operational management.
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Project Objectives:
The Board commissioned a series of facilitated discussions and training sessions aimed at a smooth transition in leadership and responsibilities. Objectives included:
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Clarifying roles, responsibilities, and expectations between the Board and staff to ensure alignment and reduce overlaps.
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Establishing best practices for Board discussions to improve decision-making and strategic discussions.
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Bolstering the staff team's confidence in implementing changes and translating strategic directions into operational actions, with measurable improvements in efficiency and stakeholder satisfaction.
Project Scope and Activities:
The project began with a comprehensive discussion session involving the Chair, committee trustees, and the staff team. In this session, I introduced best practices for defining roles and boundaries between the Board and staff, guiding group reflection on current practices and identifying areas for improvement.
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Subsequently, a follow-up meeting focused more deeply on enhancing organisational structures and reporting mechanisms to support the defined roles and boundaries. This meeting addressed specific gaps in communication and coordination that were previously identified, setting a solid foundation for operational advancements.
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I then designed two tailored training sessions targeting effective communication, planning, and presentation skills for the staff team. These sessions were complemented by bespoke templates for project briefs, board pre-read papers, and presentations, which have since facilitated more streamlined planning and informed decision-making by the Board. Feedback from these sessions indicated significant improvements in the staff's ability to communicate ideas clearly and manage project planning.
Outcome and Impact:
Feedback from the Executive Director emphasised the impact of the project, stating, "The training course provided invaluable clarity on roles and responsibilities, equipping both Board and staff with the tools to streamline decision-making, and confidently implement strategic changes. This newfound alignment and capability will drive tangible improvements in operational efficiency and stakeholder satisfaction."
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Call to Action:
Ready to see similar results in your organisation? Let’s discuss how tailored training programs can boost your team’s performance and strategic execution. Contact me today to explore how we can achieve your goals with training designed specifically for your needs.
Consulting Case Study:
Strategic Planning with Journey LGBT+ Asylum Group
Client Background:
Journey LGBT+ Asylum Group is a non-profit organisation based in Birmingham and the West Midlands. They empower people who identify as LGBT+ through the asylum process and beyond by creating safe community spaces, enhancing member confidence and resilience, providing crucial information and signposting, and promoting regional inclusion through collaboration with other groups.
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Client Challenge:
Journey LGBT+ Asylum Group is entirely run by volunteers and registered as a non-profit company limited by guarantee. The group has experienced significant growth since its foundation in 2016, with the expanding membership outgrowing the available facilities for services. The volunteer Directors sought to ensure the organisation has the right priorities, structures, staffing, and services to continue benefiting its community.
Project Objectives:
The primary goals of this project were to:
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Determine the key strategic priorities for Journey LGBT+ Asylum Group over the next two years, aligning with the organisation’s mission and the evolving needs of its community.
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Establish an operational framework to support efficient service delivery, including recommendations for staffing, structure, and governance to enhance the organisation’s capacity to serve its community effectively.
Project Scope and Activities:
To begin the project, I conducted a focus group meeting to understand the needs, challenges, and goals of Journey LGBT+ Asylum Group's members. Participants were asked open-ended questions about their experiences with the organisation, the benefits they receive, and their suggestions for improvement. This consultation provided valuable insights that informed the subsequent strategic planning session.
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Following the consultation, I facilitated a half-day in-person strategy meeting in Birmingham with the Directors and key volunteers. During this session, we reviewed the feedback from the community consultation and engaged in discussions to set the organisation’s vision, mission, aims, and values. We also identified potential services that could address the members' needs and prioritised these services based on their alignment with the organisation’s vision, potential impact, and community goals.
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The final phase of the project involved an operational review to assess the requirements of the prioritised services in terms of legal structure, governance, operations, and staffing. In consultation with the Directors, I produced a detailed recommendations report to guide the Directors' decisions over the next two years, enhancing their capacity to serve the community effectively and ensuring sustainable growth and impact.
Outcome and Impact:
Reflecting on the project, one of the Directors shared, “Flóra really listened to us, and had a clear understanding of both the organisation and of what we needed from the consultation process. She was able to work well with the volunteer team and our members, bringing everyone’s input together into a clear, concise and practical report. What we gained from the process was well worth the investment of our time and resources."
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Call to Action:
If your organisation needs help with strategic planning or operational frameworks, please get in touch. Let’s discuss how I can support your organisation’s growth and impact.