How to get leadership coaching without putting your hand in your own pocket

If you are a woman in tech who feels stuck - waiting for the next promotion, overlooked, or close to burnout - you’ve probably thought about getting a coach.

And then thought, “I can’t afford that.”

Here’s the truth: The issue often isn’t the cost; it’s the belief that you have to pay for it yourself.

Most companies already have Learning & Development or leadership budgets waiting to be used. The key is knowing how to make the case and align it with what your organisation already values.

In this post, I’ll cover why coaching is a smart investment, why companies fund it, and how to ask with confidence (and get a yes).

Why many people think they can’t afford coaching.

Sticker shock
When you see the cost of leadership coaching, it can feel steep - even for a few sessions. It’s easy to slip into, “I can’t afford that right now.” But that delay can cost you far more in missed promotions and confidence than the coaching ever would.

Assuming you must pay yourself
Many people don’t realise the cost doesn’t have to come from their own pocket. Companies already set aside funds for leadership development, mentoring, and coaching - and it’s not just for senior execs. It’s for anyone the business wants to see grow.

Waiting for perfect timing
“I’ll do it when things calm down.” Sound familiar? The truth: there will never be a perfect time. Waiting keeps you stuck in the same cycle.

The hidden cost of staying stuck
Staying in a role you’ve outgrown, being overlooked, working harder without recognition - all carry professional, emotional, and financial costs. Sometimes “I can’t afford it” is really about avoiding the risk of change.

Why companies fund coaching.

Coaching isn’t a “nice to have” - it’s a strategic investment.

• Proven ROI: According to the International Coach Federation, organisations that tracked ROI saw an average return of seven times the cost.

• Retention and engagement: Coached employees feel valued and are more likely to stay.

• Leadership pipeline: With more women needed in senior roles, coaching helps build confidence and readiness.

• Diversity and equality: Women are 12% less likely than men to receive leadership training. Coaching helps bridge that gap.

When you position coaching as a shared investment - you contribute time and commitment, the organisation funds the cost - it becomes a win-win.

Who benefits most?

If you’re a woman in tech ready to progress, coaching can help you:

• Move from individual contributor to leader.

• Feel recognised and supported.

• Build confidence and clarity about your next step.

Coaching helps shift your mindset from proving your worth through delivery to leading through influence and trust. It builds visibility, influence, and resilience so you can step into leadership with confidence.

How to make the case (so you don’t pay yourself)

1. Align with business goals
Don’t say, “I want coaching for a promotion.” Say, “I want coaching to grow my leadership impact and improve team performance.” That’s a business benefit, not a personal favour.

2. Show the cost of doing nothing
Burnout and attrition are expensive. Frame coaching as prevention: helping you deliver more effectively and stay engaged.

3. Set clear outcomes
Choose 2–3 measurable goals, like:

• Step into a leadership role within 12 months.

• Improve team collaboration or delivery outcomes.

• Mentor junior women in tech.

4. Highlight the ripple effect
Explain how your growth benefits the wider team through clearer communication, better decisions, and improved morale.

5. Find the right budget
Start with your manager, then speak to HR or L&D. Don’t give up at the first “no.” Each conversation raises your visibility and signals commitment to growth.

6. Put it in writing
Follow up with a short, focused proposal covering:

• What you want and why.

• The business benefit.

• The cost and time commitment.

• A clear funding request and start date.

When you make it easy to say yes, they often do.

Common objections (and how to handle them)

“We don’t have budget.” Ask when budgets reset or if L&D or D&I funds could apply. Offer to share costs or plan for next year.

“You’re not in a leadership role yet.” Coaching prepares you to succeed when the opportunity comes - it’s about readiness, not reward.

“We already offer training.” Training builds knowledge. Coaching builds behaviour change. Both matter but deliver different results.

Why now

If you want different results, something has to change. You’ve already proved you can deliver - now it’s time to lead.

Tech companies are under pressure to retain and promote women into leadership. Investing in coaching isn’t a perk, it’s a business necessity. Coached leaders communicate better, make stronger decisions, and build more engaged teams.

For you, it means moving from waiting to acting, from being overlooked to being ready.

Your next steps

Download my FREE prompt sheet on how to make a coaching proposal to your company and get a “yes”.

Final thought

If you’ve ever said, “I can’t afford coaching,” remember - you might not have to. The real shift is seeing coaching as a partnership between you and your organisation.

Because this isn’t just about your growth. It’s about the kind of leadership your company needs more of.

Leadership coaching isn’t a luxury. It’s an investment - in you, and in the future of your business.

Nothing changes if nothing changes.