A monthly digest of the shifts shaping how we lead and work.
Your talent pipeline has an avoidable leak at the transition to parenthood
Parental Transition Coaching offers support at a critical moment, protecting the talent you've already invested in, when they're most at risk of being lost.
Trusted by the world's leading organisations to protect their talent pipeline.
How Parental Transition Coaching addresses your risk points
Sustains career momentum post-leave
High-potential talent returns lacking a clear re-entry plan.
Without a career re-entry plan, career direction becomes unclear and progression slows at a critical point.
Equips managers to support transitions
Research highlights that managers play a pivotal role but often lack language, frameworks and confidence to support transitions effectively.
Coaching equips managers to intervene constructively.
Identifies and re-engages at risk talent
Parental transition can become a make-or-break moment in careers. Confidence can destabilise, visibility can narrow, with a quiet stalling of momentum.
Coaching creates a structured space to help mitigate this.
Protects leadership pipeline investment
Without targeted coaching, organisations risk losing high-potential talent they have already invested in developing.
Parental transition coaching helps ensure leadership development investment translates into long-term progression.
Looking to support key transitions, or interested in finding out more about our solutions...one of our team is here to help.
Head of Inclusion, Law Firm
"ECC's experience in the legal sector is invaluable to our firm. Their team understand the unique challenges of the profession and industry, drawing on real-world examples to create impactful programmes. The coaching has a positive impact on participants, equipping them with the confidence and skills to navigate the challenges of balancing work and family life."
Results that matter to talent leaders
We can help you build the internal case that looks at data benchmarks, pilot design and measurement frameworks.
At a partner global investment bank, they experienced an increase from 70 to 90% in women retention post the introduction of our working parents parental transition coaching programme.
Looking to support key transitions, or interested in finding out more about our solutions...one of our team is here to help.
A structured programme, timed to their transition.
For your working parents, a deliberate journey from pre-leave planning to supporting post-return.
What does a parental leave coaching programme look like?
Stage 1 - Pre leave
Plan the transition
Align parenthood with career goals. Manage stakeholders. Build a re-entry narrative.
Stage 2 - During Leave
Maintain clarity of intent
Preserve ambition signals. Deliberate dialogue so internal teams know who wants to progress.
Stage 3 - Return & Beyond
Excel & Advance
Navigate early days back. Re-establish goals. Build sustainable career as a working parent.
Programme options
Long leave (12+ weeks)
Pre-leave planning through post-return career progression. Covers identity shift, stakeholder management, re-entry narrative, goal-setting and sustainable career growth.
Short leave (<12 weeks)
Focused on identity change, boundaries, energy management, and aligning long-term career aspirations with new parental responsibilities.
Three components. Our scalable parental leave programme for your global needs.
Our experienced coaches create a space for meaningful, open discussion, helping participants navigate their unique parental transition journeys, learn from one another, and build confidence through shared experiences.
Coach and parent curated resources to offer support during each stage of the parental transition. A digital space for all parents, managers, carers and parental journeys.
The stakes are higher at Director MD and Partner level
The motherhood penalty hits hardest where your pipeline is thinnest. Senior women face greater pressure to remain connected during leave - navigating visibility, influence and decision-making while away.
Our Senior Women Programme goes deeper: 3-way sessions with line managers, leadership identity work, and extended post-return support.
