Coaching credibility
Experience, professional scope, client feedback and a repeatable person-to-person coaching approach.
Transparent from the start
Evidence before expansion.
A workplace wellbeing pilot should answer three practical questions: did employees use it, did they find it useful, and is there enough evidence to continue, change or stop?
Baseline firstAgree what success means before delivery begins.
Participation visibleMeasure whether the programme is actually used.
Claims kept honestSeparate projections, experience and measured results.
The current evidence position
Credible experience without invented results.
Strealth has more than sixteen years of experience helping individuals make practical changes through personal coaching, movement, nutrition, recovery and accountability. That track record supports confidence in the coaching relationship and delivery approach.
It does not, by itself, prove a return on investment for an employer or predict the outcome of a workplace pilot. Those results need to be measured with the participating organisation.
Three layers of evidence
What supports the employer decision.
Pilot engagement
Enrolment, attendance, completion and usefulness show whether employees actually use the service.
Measured change
Employee-reported progress and agreed organisational indicators are compared with the starting position.
Continue, adapt or stop
The final review identifies what worked, what did not and whether a wider commitment is justified.
Independent client evidence
What existing testimonials can—and cannot—show.
Independent Google reviews demonstrate qualities that also matter in workplace delivery: listening, adaptability, accountability, trust and support shaped around the individual.
“I am a healthier and happier person—and I am sure this is only the beginning.”Google · five-star reviewElena Pavlova
“They go the extra mile to tailor the workout to your needs and make them varied and enjoyable.”Google · five-star reviewLee Gitsham
“The workouts [were] modified to help with injury rehab when needed… supportive and really helped me stay consistent.”Google · five-star reviewTilly Latimer · Strealth client since 2023
“They designed a workout plan that suits me best and one that I’ve kept up with for months.”Google · five-star reviewJ G
Important context: these reviews concern Strealth’s established personal coaching and training services. They are not employee-pilot testimonials and are not used to claim reduced absence, improved productivity or employer ROI. Those outcomes must be measured in the workplace pilot itself.
Pilot measurement framework
Measure the journey, not just the final number.
Reach
How many eligible employees received the invitation and understood what was being offered?
Participation
How many enrolled, attended, continued and completed the agreed coaching period?
Experience
Did employees find the support relevant, accessible, confidential and worth their time?
Change
What movement occurred against agreed self-reported measures and suitable employer indicators?
Before launch
Agree the measures with the employer.
The most useful measures depend on the workforce challenge and the information already available. Strealth and the employer agree a focused measurement plan rather than collecting data simply because it is possible.
Programme measures
Invitations, enrolment, attendance, completion and participant feedback.
Employee-reported measures
Relevant indicators such as energy, confidence, sleep, stress or ability to take action.
Employer indicators
Appropriate existing data may include absence, retention or other agreed workforce measures.
Commercial context
Actual programme cost and agreed assumptions can be reviewed alongside measured change.
Confidentiality by design
Useful reporting without exposing employees.
What the employer can receive
- Agreed participation and completion data
- Aggregated employee feedback
- Anonymised themes where reporting is safe
- Comparison with the agreed baseline
- A practical recommendation for the next decision
What remains private
- Individual coaching conversations
- Personal health details
- Named goals or circumstances
- Information that could identify someone in a small group
- Anything outside the agreed reporting boundaries
Common evidence questions
An honest first-pilot position.
Does Strealth have completed workplace pilot results?
Not yet. Strealth’s established personal coaching experience is presented separately from future employer-pilot results. The first pilot will be measured from an agreed baseline so its findings can be reported accurately.
Does every pilot use the same measures?
No. Core engagement measures should remain consistent, while employee-reported and employer indicators should reflect the organisation’s objectives, available data and appropriate privacy boundaries.
Will projected ROI be reported as a result?
No. The ROI calculator supports planning and scenario testing. A forecast is not a measured result. Final reporting should distinguish clearly between actual data, employee feedback and any remaining assumptions.
Related guidance
Build the complete pilot case.
Design the evidence before delivery begins.
Discuss the workforce challenge, available data and the questions your decision-makers need the pilot to answer.