Coaching in the Third Sector in Mid and West Wales: what we heard when we asked the question
The results are in! Find out what the third sector in this area thinks of coaching and what gets in the way of them accessing it.
Jan Batty
5/24/20262 min read
When you’ve experienced the coaching space from both sides, as I have, you want everyone to have that opportunity. I’d been delivering reflective practice sessions with West Wales Action for Mental Health in the last year — a quiet space where staff and volunteers could come together to wrestle with issues that arise in the groups they run. There seemed to be a need for it.
That same quality of protected thinking time is at the heart of coaching too — a space to slow down, notice what’s going on, and find a way forward. I’d been wondering how much coaching was used in the voluntary sector in my home area. It turned out that WWAMH had been asking themselves the same question and were keen to explore how more leaders in the third sector could access this support.
So earlier this year, working with WWAMH we decided to ask people directly. It was nothing complicated — just a short online survey shared through local networks across Mid and West Wales. We wanted to understand three simple things:
how coaching is understood
how it’s experienced (if at all)
and what gets in the way when people want access but can’t find a route in
And the responses were fascinating.
Most people who responded had never had coaching or weren’t sure whether what they’d experienced was coaching — or something else. Others, mainly senior leaders, had tried it and without exception found it helpful. For one person it offered the opportunity to see a work situation from a more impartial point of view. For another it was a place to build confidence when stepping up into a more senior role.
A few organisations were already offering coaching to their staff and seeing real benefits: confidence, wellbeing, clearer thinking, better problem-solving. Nothing dramatic — just the kind of support that helps people stay human and deliver their best work.
What really struck me, though, was the level of interest. Two-thirds of respondents said they’d like coaching if it were available. And this ranged from volunteers through staff to senior leaders. When people hesitated, it wasn’t because they didn’t want it. It was because they felt they lacked the time and capacity, because of the cost, and sometimes they just weren’t sure where to start.
In other words, the desire is there, the conditions aren’t always.
We’ve pulled the findings into a short, one-page summary — a snapshot of what people told us and what might help next. It’s a starting point: a way of noticing what’s already happening, what’s missing, and what might make coaching feel more ordinary and accessible in our region.
You can read the summary by clicking the button below. And if you’d like the full report — with all the data, comments and analysis — just let me know.
Mostly, though, I want to say thank you to everyone who took the time to share their experiences, their frustrations, their hopes. Your voices have given us a clearer picture of what’s needed, and some pointers.
Maybe the obstacles will prove too great. Or perhaps enough people will think that those in the third sector deserve thinking time and reflective space and will join us in developing its presence. Either way, I’m glad we asked.
If you’re curious about how coaching might support you or your organisation, you’re welcome to get in touch.
