Here's how you can skillfully negotiate a salary or raise in your coaching career.

The popular notion is Demand and Supply decides the price. The more the demand and less the supply we can decide more price. Beyond that our uniqueness creates rarity which makes us special. Outcome adds value. Consistency boosts confidence in increase in price. Mass or class positioning sets the parameters

Negotiating a salary or raise in your coaching career can be straightforward with the right approach. 1. Know the average salary for your role in your area. Use this information as a benchmark. 2. List your achievements, experience, and any certifications that make you valuable. 3. Rehearse your negotiation conversation to boost your confidence. 4. Approach the discussion calmly and respectfully. 5. Be open to other benefits if a higher salary isn’t possible. By following these steps, you can effectively negotiate a better salary or raise in your coaching career.

Skillfully negotiating a salary or raise in your coaching career involves thorough preparation and clear communication. Research industry standards, gather evidence of your achievements, and practice articulating your value. Initiate the conversation at an appropriate time, confidently state your desired salary or raise with supporting rationale and listen actively to your employer’s perspective. Be open to negotiating and finding a middle ground that benefits both parties.

One way to increase your salary as a coach is to know your own worth and value, to have an exceptional track record and to build a network of testimonials - those people who refer you to friends and family… walking example of your outcomes based approach to coaching - having clients who maintain sustainable lifestyles are the best career booster… I’d like to think that we can make a living by helping others love in a reasonable manner - coaching and mentoring needs to be affordable and accessible to all of us and not just some of us… be proud of and make known your certifications, degrees, articles authored (your book) and years of experience. Add in your philanthropy activities to endear people to you - give back and coach for free.

It’s well known that women are paid less than our male counterparts for the same amount and quality of work. So this is a shout out to working women out there. Know your worth. Know your value!

Knowing what people in similar jobs are making gives you a huge advantage. Why is this so important? Without research, you might be aiming too low or too high. Aiming too low means leaving money on the table – money you deserve! Aiming too high can hurt your chances of getting the job. Research helps you set a realistic target and also gives you ammo for the negotiation itself. When you can show the employer what the market rate is, you're in a much stronger position to argue for your worth. Imagine going to buy a car without knowing the fair price. You might end up paying way more than you should. Researching salaries is like checking the car's value online – it gives you the info you need to make a smart decision.

Research is a data point - each coach is unique in their experience and wisdom - unless you are a text book coach it’s hard to compare and contrast what your fees are. Focus on the outcomes desired (not time for money approach), look at the holistic picture and focus on the value of other. Fees are often driven by demand, if you are fortunate to have a waitlist of people who want to work with you may drive prices up simply to ensure those who you are coaching have the desire and determination. Research may revealed more disparity than harmony. One size does not fit all. Look towards the value of the outcome.

I would rather research more about companies milestone achieved so far and what are the possibilities to reach. The difference or the goal will decide what we will get.

Companies have budgets set for positions. If you ask too soon in the interview process, they might not be ready to talk specifics. Wait too long, and you lose leverage. Once you've accepted the offer, it's much harder to go back and ask for more. Plus, the company might have less wiggle room if they've already filled the position. Know the average salary range for your position and experience level in your area. Talk to colleagues or recruiters to get a feel for the market. This will help you set a realistic target and time your negotiation right. The ideal time to talk salary is after you've received a verbal offer, but before you've signed anything. This shows you're excited about the job, but also serious about getting paid fairly.

To negotiate salary increase in your coaching and mentoring career, articulating your impact is highly important. So many coaches and mentors have created so much impact in the lives of people but may have lost track of how much impact they have made in the past. This is why it is important to have what I call, work achievement journal (WAJ) for each year segmented into months to document even your tiniest achievements. When you want employers or clients to pay more, they want to be sure that your value is commiserate to the money they're paying, and this is where your articulated achievement and impact comes to play. It's not enough to document this achievements, but spend time reading and rehearsing sharing them to potential clients.

Each organization and industry prioritizes different areas but data is always valuable to showcase impact. Preparation and maintaining data trackers is key to illustrate growth and deficits with quantitative data as folks tend to question coaching/mentoring's efficacy. When you're ready to discuss compensation, including tangible data points such as financial goals, project completion rates, and/or staff feedback are a few ways to establish a foundation to then build your argument. Depending on the formality of the conversation, utilizing data visualization can also further illustrate your reach, impact, and methodology as a coach or mentor.

When salary negotiation time rolls around, it's tempting to focus just on your skills and experience. But explaining the exact impact of your work makes a huge difference. Here's why: Imagine telling your boss, "I'm a great writer." They might nod, but they won't know how much money "great" translates to. Did your writing boost website traffic by 20%? Land a major client? These details paint a clear picture: your work = real results = more money for the company. The stronger that picture, the stronger your case for a raise.

For me, the "smart negotiation" strategy is attractive. Based on my research and reflections on my current work, I believe that three things are necessary for a smart negotiation: 1. You?should reflect on?what they prepare through strategic planning. Establish your goals and compensation scale, think about conducting market research, and use professional approaches. 2. Effective Communication In addition to being succinct and clear in your request, remember to practice active listening. Make sure your justifications for the suggested pay rise are clear and concise. 3. Express your special value proposition in clear terms. Describe how your abilities support and enhance the organization's objectives.

When you're negotiating a salary, being professional and prepared is key. That means dressing appropriately and researching the average salary for your position and experience level. But it also goes beyond the basics. Salary negotiations are a two-way street. Sure, you want to get paid well, but companies also want to offer a competitive package to attract top talent. That package isn't just a base salary. Many companies offer benefits like flexible work hours, extra vacation time, or even money for professional development courses. Being prepared to discuss these extras shows you're thinking long-term. It shows you're interested in a good fit, not just a paycheck.

Aced your salary negotiation? High five! But before you celebrate, take a moment to send a quick thank-you note. It might seem like a small thing, but it can actually make a big difference. Negotiations can feel a bit tense. A thank-you message shows appreciation for the other person's time and effort. It reminds them you enjoyed the conversation and are excited about the opportunity. Plus, it keeps the lines of communication open, which is always helpful when starting a new job. By showing respect, you build goodwill. This can be helpful down the line if any questions arise or there's room for future adjustments. So next time you land that raise, take a sec to say thanks. It's a simple step that can go a long way.

You may hear the expression ‘ your network is your networth’, every person you interact with IS your network. Every email, every message, every conversation is your brand and every touch point is a opportunity to make an impression. People buy from those that know, like and trust which is built from consistency and continuity. Taking that moment to follow up is often the difference between a yes and no. Often people sit in ‘maybe’, the balance is tipped simply because of a follow up.

My way of approach is and what I teach to people that your efforts should be like this that 40% is your presentation followed by 60% followup. Untill and unless followup is not done remember that work is still incomplete so complete this with a strong followup covering all objection handling qna.

In my earlier experience negotiating a raise during coaching or mentoring (beyond a nominal one to cover for inflation) is tough. The price you go in at is everything and there is a lot to be said about getting the price right at the outset. Coaching and Mentoring is also (in my opinion) in most situations underpaid and it behoves people to know their worth. My Entry Level Mentoring is GBP 50,000 for 3 months, and Mentoring for Life is GBP 2,5 million, so it is top whack on price and aimed at High-Net-Worth Individuals who can pay. One also needs to consider what the true cost of Coaching and/or Mentoring Clients is, and whether one is going to work with many for a lower rate, or have 1 or 2 long term Clients that fund one for Life.