Twenty years of coaching senior executives motivated Sandra Oliver to launch the boutique coaching firm Impact-Coaches. With a BA in Organizational Behaviour from the University of Western Ontario, a Master of Industrial Relations and Human Resources from the University of Toronto, and an MBA from the Ivey School of Business, Sandra brings academic rigour and practical experience to her work. Oliver was inspired to create meaningful, transformative relationships focusing on individual growth and professional excellence. She founded Impact-Coaches, a dedicated coaching firm combining technical expertise and real-world business experience. Over the years, Sandra has expanded her firm’s reach while continuing to empower executives. Oliver shares her insights on career development through webinars for CPA Source, and has been a featured thought leader in our Winners’ Circle. Her dedication to helping others achieve excellence is evident in every aspect of her work, making her a leader in the coaching industry.
In what way is Impact different from other coaching companies?
The Impact is different in a lot of ways. There are not many coaching companies that are just coaching companies. They are either individual practitioners who can’t work on large-scale projects or have the ability to develop technical expertise like we do. Some consulting businesses offer to coach as a service, among others. At Impact, we dedicate ourselves to coaching; everything we do revolves around it. We also place a lot of emphasis on finding businesspeople who are also coaches. We differentiate ourselves and our coaching by having coaches who understand our clients’ businesses and who have been there, and can place themselves in our clients’ shoes.
What do you think people should look for in a coach? How can a person tell if the coach fits their needs?
Industry experience and professional coaching training are two things people should always look for. Also, having a strong track record as a coach is essential. I recommend that people looking for a coach do reference checks and look for coaches with a vibrant book of business. There are too many instances of coaches who work on clients for far too long simply because they don’t have many other clients. Coaching should not take years. Finding someone with a broad business book tells you that the coach has experience with several clients and can move people to action in a reasonable amount of time. Finally, you want to feel that your coach has your best interests. Go with your gut – coaching isn’t always comfortable, but you should feel that your coach is invested in you and wants to see you succeed.
What made you open a coaching business and leave behind a lucrative HR position?
Like any job, there were aspects of HR that I loved and others that I didn’t like at all. When I left, HR was becoming quite process-oriented and focused on compliance, which wasn’t something I found rewarding. It was also pivotal because I just had my second child and hired a coach. My husband encouraged me to take a risk, so I tried it. I have never looked back. I often think, “I should have done this sooner.”
What were the roadblocks when you leaped from a good job to opening your own business?
My family was very supportive, and I had great mentors. So, I was pretty lucky not to have any serious roadblocks. The great thing about a coaching business is that it doesn’t require much capital. My main struggle was in my self-confidence and thinking, “I don’t even know what I’m doing here.” I started slowly and recognized that I loved helping people – I found my true passion and exceptional skill. After establishing ourselves nationally, we had to break into the US. After getting a solid base of individual clients, we took another step to offer fully coordinated coaching programs.
What trends do you foresee shaping the future of executive coaching?
One of the biggest trends I see is increasing technology integration into coaching. Virtual platforms have made coaching more accessible, especially for global teams, and I expect that trend to grow. However, the human connection will remain at the core of effective coaching. Another trend is the rising demand for leadership coaching emphasizing diversity and inclusion. Finally, I think coaching will continue to evolve toward a more holistic approach, where we’re not just focusing on professional goals but also supporting clients in achieving balance and well-being in their personal lives.
Maureen Simpson | Staff Writer
