Coaching by Justin Papa · Co-founder of Bring Brilliance
I’ve led talent development and managed coaching programs at global and high-growth companies, and I’m a practicing coach myself. I can help you design, staff, and run a program that ties to real business goals, and I can coach your people directly through Bring Brilliance.
years developing talent
Global Talent Development, IPG Mediabrands
Associate Certified Coach, International Coaching Federation
Senior Professional in Human Resources, HR Certification Institute
buyer, program manager, and coach
leaders coached one-on-one
people trained through programs I built
certified, with the label “NMSDC Certified Minority Business Enterprise.”
Good intentions are not the problem. The design usually is. These are the gaps I help organizations close.
Coaching goes to whoever asks first, or to whoever a leader happens to know, and it’s hard to say how it connects to the business.
Without a way to vet credentials, experience, and style, it’s difficult to know who is actually good, or who is a fit for your culture.
If people don’t know what stays private and what the organization sees, they hold back, and the coaching stays shallow.
When goals aren’t set up front, there is little to look back on when it’s time to justify the investment.
Most coaches have never been the one buying coaching, and most program owners have never been the one in the session. I’ve been both, and the person setting it up.
I’ve treated coaching as an investment in high-potential talent, and I know what it takes to justify that investment to executives and managers.
I’ve vetted external coaches, matched people to the right coach, weighed cost and equity, and handled the practical work that keeps a program running.
I’m an ICF-credentialed coach, so I know how good coaching feels from the inside and what a program needs to protect it.
Who it’s for, how people request coaching, how coaches are matched, what stays confidential, and how you’ll know it worked. You get a clear, right-sized design your team can run.
I evaluate coaches or coaching firms against your goals and culture, with an eye on credentials, experience, cost, and equity, so you don’t have to guess.
Intake, matching, kickoffs, check-ins, and wrap-ups, so your HR and Talent team isn’t running a coaching program on the side of everything else.
Coaching delivered through Bring Brilliance, matched to each person’s goals and style, for first-time and mid-level managers as well as senior leaders.
Need more than coaching? I also consult on talent and leadership challenges, and Bring Brilliance builds and delivers training and enablement programs, from leadership development to talent strategy.
Every organization is different, but a strong program tends to follow the same arc.
Tie coaching to business goals and decide who it’s for. The person and their manager talk first, so the purpose is shared from day one.
Agree on eligibility, the request process, and confidentiality. Put the purpose, goals, and timeline into a short written agreement between the coachee, coach, and manager.
Introduce coach and coachee in a short conversation first, and make it easy to choose someone else if it doesn’t click. A kickoff with the manager sets the plan.
Regular sessions, goals set by the coachee, and time between sessions to practice. Assessments are optional and used only to deepen self-awareness.
Review progress against goals with the manager, build a development plan the person can keep using, and gather feedback from both to improve the program.
Track progress toward goals people set for themselves, and report at the program level without exposing anyone’s conversations.
Featured in Forbes, on how a fast-growing AI company trains its leaders for agility.
Yes. You can bring me in to design the program, to coach people within it, or both. If you want independent coaches, I can help you choose them and stay on the program design side only.
Coaching only works when people can be candid, so the content of sessions stays between the coachee and the coach. High-level information, such as goals, progress, and overall outcomes, can be shared with the manager and the organization, and we agree on what that is in advance.
A typical engagement runs three to six months, depending on what we agree on. Sessions last 50 minutes and are usually spaced two to three weeks apart, which leaves time to practice between conversations. We set the exact plan together at the start, and it can be extended when it helps.
A supportive one, and an important one. The manager joins the coach and the coachee for two sessions: a kickoff, where the purpose and goals are set together, and a wrap-up, where progress is reviewed. Those two conversations keep coaching tied to the business. The manager doesn’t hear what is said in the sessions in between, which keeps people candid.
No. Coaching is a forward-looking investment in people who want to grow, and it works best when it’s not a corrective tool. Performance concerns are best handled separately, by managers and HR.
Yes. Coaching is my focus, but I can also consult on talent and leadership challenges, and Bring Brilliance builds and delivers training and enablement programs. The catalogue shows the kinds of topics we cover, and each one is tailored to your organization.
Yes. I can review what you have, help you decide what to keep, and fill gaps with Bring Brilliance coaches where it makes sense.
A clear sense of why you want coaching, who it’s meant for, and who will own it inside your organization. A discovery call is enough to work out the rest.
It depends on scope. Coaching for your people is scoped by how many leaders are involved and how long the engagement runs. Advising on how to build your program, such as strategy, design, and vendor selection, is consulting, and it’s scoped and priced separately. We’ll talk through options on a discovery call so you can decide with the full picture.
Bring Brilliance builds the enablement, talent, and leadership systems that help people succeed, and coaching programs are one of the ways we do it. Learn more about our coaching and services.
Bring Brilliance is an NMSDC Certified Minority Business Enterprise (MBE) and a State of California–certified Small Business, which matters to many organizations with supplier diversity goals.
Bring your questions. I’ll bring what I’ve learned from both sides of the table.
