Our clients often ask us these questions
Will our employees use this service?
When asking for volunteers to join the program, our experience shows that people are generally happy to get help and we usually get around 65-95% buy-in. Early adopters tend to be satisfied with the experience and recommend it to others within the organization.
Does it matter which instant messaging platform we use?
If you go for a human-led solution, it doesn't matter which platform you use. With hybrid solutions that involve the chatbot, we can currently work on Teams and Slack. Send us a message if you wonder how long the integration into your platform will take.
Does coaching really work via text and chatbot?
We need more data to give definitive answers, yet so far it looks like "Yes, definitely!". The written approach helps coachees to focus and allows us to collect critical data. In special cases, we can provide coaching via video, even though it would make data collection more challenging. The chatbot provides people exercises to work on, is prescribed and read by the coach and thus usually is relevant, too.
How important is the quality of coaches?
Very. That's why we have very selective screening and only employ coaches who have gone through specialized training, in most cases from ICF (International Coach Federation).
What does the process look like in real life?
A company organizes a certain training, learning program, or a change management program. We make an agreement about the micro-coaching service for them, discuss how many people are involved and what data they might want to collect. They give us access to their internal communication platform (Teams, Slack, etc). We do a small kickoff, after which our coaches start working with the participants. Projects usually last around 12-16 weeks. On a monthly basis, we deliver data collected and reports about our progress to senior management.
What coaching framework are you using?
We are using a mix of coaching tools adopted by ICF (International Coach Federation). The most famous framework we use is the GROW model. You can read about it on Wikipedia. We are also using the growth mindset and the SMART goal frameworks about which you can read here and here respectively.
You talked about collecting qualitative data. How do you do this?
A lot of data is collected through the coaching itself. Since our goal is to help employees achieve their goals, we always deal with the obstacles on the path. Those obstacles are both internal and environmental (leadership, culture, processes).

Beyond that, if we have a specific target, we can also ask employees. Due to having a high trust relationship with the employee, we get high-quality data.

Of course, we always ask the employee's permission to share our findings with senior management and it's done anonymously. They often are happy that we do it, since, even in especially sensitive cases, they appreciate our service of anonymously conveying the message up top.
What kind of qualitative data and insights do you collect?
We can collect the data about the practical results of the change/learning program, leadership and team dynamics, employee practices and habits (agility, communication, productivity), resources (time, support, energy), skill gaps and competencies, blind spots, and challenges.
Why is it a good idea to collect data through coaching?
Due to the nature of coaching, a trust relationship is developed with the coachee. That allows us to collect high-quality feedback. Us being an external provider helps us to avoid internal politics, which could be a blocker to developing trust that's necessary for an honest dialogue. Also, the job of the coach is by default to work with the employee's obstacles, so it's only natural to find out about them with the implications gathered through coaching. More than that, if needed we can ask additional 1-2 questions per week after the coaching session to collect information.
Can the coach handle rapid switching between the coachees if they need to coach 50 people x 30 mins each per week?
Yes. Coaching 50 people per week is our maximum capacity at the moment. It means that the coach spends 25 hours in pure coaching and 15 hours for reporting and preparation for the sessions. Having an automatically generated text record of the previous conversations with all the coachees is the primary reason why this is possible.
Are you really a startup if this service isn't scalable?
Yes, we are, or at least we aim to be. Our use of chatbot technology allows us to decrease the cost of coaching by 90% in comparison to traditional coaching. Complete automation is the next step, and we are yet to test it.
Why the name Panda?
To be frank, it's a legacy name. We used to be training pandas but it was a hard business. We switched to working with people. If you have an idea for a better name for our company, feel free to let us know.
Do you have other questions?