How group coaching sparked a company-wide parental transition and careers programme that changed how everyone talks about leave
In 2020, I received a LinkedIn DM from someone who had just returned to their career from maternity leave for the second time. She’d been intrigued by what she’d seen of me on Linked In, and what I was creating with the Talent On Leave approach.
She reached out and we had a chat about her own ideas for a parents and carers network where she was employed in a senior position. The company already had brilliant policies and great rates of return from maternity/parental leave. She just knew too many brilliant parents who were returning without their spark. And wondered what she could do about it. She saw potential—not just for community, but for real cultural shift. We spoke at length and landed on an idea that wasn’t really a thing in Scotland back then. She made it happen quickly, and together, we planted the first seed: a single online session focused on returning to work after leave.
Immediate Lightbulb Moments
The feedback from that very first session was electric.
People connected with the energy, the empathy, and the practical insight—drawn not only from my coaching expertise, but from a whole-picture view of the perinatal and professional transition. Lightbulb moments happened all over the (virtual) room. People told us they saw their experience with new perspective, and felt more equipped—and less alone.
That one session quickly became three.
Laying the Foundations of a Proper Programme
We added a prep-for-leave session, focusing on sharing the insights and approach for creating a more intentional experience of going on leave and the period throughout it. Then we introduced a return-adjustment session, creating space to reflect on, and challenge responses to specific blockers.
By this point, people were asking for 1:1 follow up support. Of course, the company couldn’t provide 1:1 coaching programmes to everyone approaching, on or returning from leave. But I’d come to know the company culture, challenges and people deeply by this point, so we were able to layer in optional 1:1 ad-hoc coaching, giving individuals the chance to dig into their own nuance, context, and opportunities in a confidential space.
When the World Opened Up Again—So Did the Conversations
When lockdown lifted, people were craving connection and that was especially evident in the sessions we were running for talent currently on leave.
So we tried something new: The Talent On Leave Get-Together.
Picture this: new parents, babies in arms, gathered in a relaxed company space. There was coffee, conversation, and a deep sense of “I’m not the only one.” We heard from a senior partner who shared their own experience of parental leave and career ambition, and who provided a company update that eased many worries and encouraged some brilliant questions. I facilitated open conversation about the return to work—matrescence, mindsets, fears, motivation, identity, self awareness, tools. HR were on hand for the practicals. People came in a little apprehensive but they left feeling empowered. It was the springboard for some brilliant conversations between individuals and their families and their managers. It created a sense of curiosity and collaboration instead of fear and control.
What Made It Work
This is a model that can work for companies with consistent numbers taking and returning from maternity and parental leave. The value for money per employee was high anyway, but it’s ripple effect on the culture and creating a new narrative for leave in the business pushed it even higher.
It’s still in place today. And here’s why I think that is.
We started with something simple and followed the energy that was right for the company and their people. That then built the culture.
Senior leadership and HR stayed close to the process, showing up and learning alongside. We helped build internal muscle along the way.
Learning from each and every group session was used to improve how HR and management also approached specific situations.
Individuals were able to lead their own leave and return conversations from a place of curiosity, opportunity and win-win, giving managers a framework to respond to with the same.
Although Talent On Leave is an external partner to the business, the level of connection is way deeper. I’m always thinking about they’re evolving and how I can support it. I also know when to lean out.
The spend overall is equivalent to the cost of losing just one senior employee to a competitor or to non-progression.
Ask them direct!
If you’re reading this and thinking you’d like to explore something like this for your business, or a variation on it, pop us an email and we’ll put you in touch with at least two of our current clients (including the company above). I can only speak from my experience as the provider/partner. They’ll have their own thoughts. You can email me direct at Lynn@talentonleave.co.uk