We identify what is limiting individual and team performance, coach against it — and show you exactly what has changed. Assessments, expert coaches, in-app reinforcement and continuous measurement, run as one system. That combination is why no standard coaching programme performs like October's.
Most providers sell sessions. October runs a closed loop: find what is limiting performance, coach against it, reinforce between sessions and measure the shift.
We find what is limiting performance, coach against it — and show you exactly what changed.
The world's most admired companies use coaching to grow leaders and retain critical talent. The numbers are not the problem — the proof is.
The catch: most coaching programmes cannot show where people started, what changed, or what the organisation got for it. That is the part October fixes.
An intake call and a shortlist of coach CVs.
A data baseline — assessments, 360s and team diagnostics that show where performance is actually limited.
Whoever is available on the marketplace.
Accredited experts matched on goals, level, style and context — and briefed with the baseline before session one.
Silence until the next calendar invite.
Goals, check-ins, reflections and tracked actions in the October app — development carried into the work itself.
A perk that floats free of strategy.
Individual growth laddered to team and organisational priorities — one thread, not three separate programmes.
Happy-sheets and utilisation stats.
Reassessment against the baseline — measurable movement for participants, sponsors, HR and the board.
Every programme starts with a baseline — and ends with a reassessment against it. Pick the format that fits the people; the system stays the same.
CEOs, executives, senior leaders — and the people about to become them.
Focused, confidential development around the leadership shifts that matter most — grounded in objective insight rather than opinion. A Leadership 360 shows the leader where to aim; a carefully matched coach helps them get there.
Align on the goals — leader, sponsor and HR agree the priority outcomes and measures of success
Establish the baseline — a Leadership 360 or diagnostic maps strengths and focus areas
Match the right coach — selected and briefed on the leader's goals, level, style and context
Confirm the chemistry — the leader meets the coach before committing, ensuring the right fit
Coach and reinforce — 6–12 sessions, with reflections, prompts and actions in the app between sessions
Measure the shift — progress reviewed against the baseline, with agreed impact and next steps
Every programme starts with a baseline — and ends with a reassessment against it.
Four common starting points — each with a baseline, a designed journey, and the movement the organisation actually sees.
Every engagement reports movement at three levels — the participant, the team and the organisation. Illustrative report contents below.
Confidential by design. Participants own their coaching conversations. The organisation receives agreed outcomes and aggregated insight — never session content.
Not on the menu? We'll design it. Every engagement is bespoke to your goals — and shaped by your own data.
Most providers sell sessions. October runs a closed loop: proprietary assessments and 360s establish where performance is actually being limited, accredited coaches are matched and briefed with that baseline, the October platform reinforces development between sessions, and reassessment against the baseline proves what changed. The real advantage is the combination — assessments, technology, expert coaching and continuous measurement in one system.
Accredited, experienced coaches matched on goals, level, style and context — and prepared with your baseline data, not just an intake call. For executive engagements the leader meets the coach before committing, so chemistry is confirmed before the programme starts.
Every programme starts with a baseline — a Leadership 360, team diagnostic or pulse — and ends with a reassessment against it. Progress reports at three levels: participants see movement against their goals, teams see baseline-versus-now dynamics, and HR and sponsors see aggregated themes and capability movement. Engagements average a +27% uplift versus baseline.
Senior leaders with individual development priorities → Executive Coaching. Peers across the organisation with a shared gap → Cohort Coaching. One intact team that must work better together → Team Coaching. A whole function building one capability → Scaled Group Coaching. Masterclasses open a theme organisation-wide and feed the coaching formats — a catalyst, not a substitute.
No. Coaching is confidential by design — participants own their coaching conversations. The organisation receives agreed outcomes and aggregated insight, never session content. For executive coaching, the impact summary is shared only as agreed with the leader.
Three steps: a scoping conversation on your goals, audiences and priorities; a baseline and proposal covering assessments, formats, coaches and a delivery plan; then launch — first sessions are typically live within weeks. October manages everything end-to-end: sourcing, matching, scheduling, coach preparation, reporting and invoicing.
A scoping conversation on your goals, audiences and priorities. A baseline and proposal — assessments, formats, coaches and a delivery plan. First sessions live within weeks.
