J2 ARMS Corporate
J2 ARMS Corporate focusses on the Corporate Sector to help companies create and maintain a healthy corporate culture.

Recovery coaching, a strengths-based approach, aids in breaking barriers to help create a healthy corporate environment. Our coaches grasp addiction’s intricacies, offering client-led strategies in a confidential, judgment-free space, enabling a transition from addiction to a robust recovery foundation.

systemic wellness recovery coach generally works within a systemic or holistic framework to assist employees in their recovery journey. They support clients not only in addressing their addiction or mental health issues but also in considering the broader context of their life, relationships, environment, and overall well-being. 

These coaches often focus on creating a comprehensive plan that accounts for various interconnected factors impacting the employee’s recovery process.

  1. Employee Well-being and Productivity: By offering recovery coaching, businesses can support employees struggling with addiction or other issues. This support can improve employee well-being, leading to higher productivity, reduced absenteeism, and lower turnover rates.

  2. Reduced Healthcare Costs: Addressing addiction  issues proactively through recovery coaching can lead to decreased healthcare costs for businesses. Employees may require fewer medical interventions, emergency room visits, or hospitalizations related to their condition.

  3. Enhanced Workplace Culture: Providing recovery coaching demonstrates a commitment to creating a supportive and inclusive workplace culture. Employees feel valued and supported, fostering a positive work environment where individuals are more likely to thrive.

  4. Risk Mitigation: Addiction  issues can pose significant risks to workplace safety and productivity. Recovery coaching helps identify and address these issues early, reducing the likelihood of accidents, errors, or conflicts in the workplace.

  5. Legal Compliance: Many jurisdictions have regulations or guidelines regarding workplace accommodations for individuals with addiction  issues. Offering recovery coaching can help businesses remain compliant with these regulations and avoid potential legal issues.

  6. Improved Employee Engagement: Employees who feel supported by their employer are more engaged and committed to their work. Recovery coaching can contribute to higher levels of employee engagement, resulting in increased job satisfaction and performance.

  7. Enhanced Reputation: Businesses that prioritize employee well-being and offer support for recovery are viewed more favorably by customers, clients, and the community. This positive reputation can attract top talent and strengthen relationships with stakeholders.

  8. Employee Development: Recovery coaching can serve as a form of personal development for employees, helping them overcome challenges, develop resilience, and enhance their coping skills. These benefits extend beyond the workplace, contributing to employees’ overall growth and success.

  9. Leadership Development: Training managers and supervisors in how to support employees dealing with addiction  issues can enhance their leadership skills. They learn to recognize signs of distress, offer appropriate support, and create a culture of empathy and understanding.

  10. Return on Investment (ROI): While there may be costs associated with implementing recovery coaching programs, the potential ROI in terms of improved productivity, reduced turnover, and decreased healthcare expenses can be substantial, making it a worthwhile investment for businesses in the long run.

  1. Outcome Tracking: Implementing pre- and post-coaching assessments to track changes in key outcome measures such as substance use frequency, mental health symptoms, quality of life, coping skills, and relapse rates. This can involve standardized questionnaires, interviews, or self-report measures.

  2. Client Feedback Surveys: Administering satisfaction surveys to clients to gather feedback on their experience with the recovery coaching program. This feedback can provide insights into the perceived helpfulness of coaching sessions, the quality of the coaching relationship, and areas for improvement.

  3. Goal Attainment Scaling: Collaboratively setting specific, measurable goals with clients at the beginning of the coaching process and using goal attainment scaling to assess progress toward these goals over time. This method allows for a more individualized and client-centered approach to measuring outcomes.

  4. Follow-Up Assessments: Conducting follow-up assessments at regular intervals (e.g., three months, six months, one year) after the completion of the coaching program to evaluate the maintenance of gains achieved during coaching and identify any long-term changes in behavior or well-being.

  5. Behavioral Observations: Observing and documenting changes in observable behaviors related to recovery, such as attendance at support group meetings, engagement in healthy activities, adherence to treatment recommendations, and social functioning.

  6. Qualitative Feedback: Collecting qualitative feedback from clients, coaches, and other stakeholders through interviews, focus groups, or written narratives. Qualitative data can provide rich insights into the perceived benefits of coaching, barriers to progress, and areas for program improvement.

  7. Organizational Metrics: Assessing the impact of recovery coaching on organizational outcomes such as absenteeism rates, employee turnover, workplace accidents, productivity levels, and healthcare utilization. Comparing these metrics before and after the implementation of the coaching program can help quantify the program’s return on investment for the organization.

  8. Peer and Supervisor Evaluation: Soliciting feedback from peers, supervisors, or colleagues who work closely with individuals in recovery to assess changes in behavior, attitudes, and job performance over time. This can provide additional perspectives on the effectiveness of coaching interventions.

  9. Program Evaluation Tools: Utilizing standardized program evaluation tools or frameworks, such as the Logic Model, to assess the inputs, activities, outputs, and outcomes of the recovery coaching program. This systematic approach helps identify strengths, weaknesses, and areas for program enhancement.

  10. Continuous Quality Improvement: Establishing mechanisms for ongoing monitoring, evaluation, and quality improvement of the recovery coaching program based on data-driven insights and stakeholder feedback. Regular review meetings, case conferences, and staff training sessions can facilitate continuous learning and refinement of coaching

  1. Increased Productivity: Employees receiving recovery coaching experience improved mental health and job performance, leading to higher productivity levels within the organization.

  2. Reduced Turnover: Providing support through coaching reduces employee turnover rates, saving costs associated with recruitment, training, and onboarding of new hires.

  3. Decreased Healthcare Costs: Proactive support for addiction and mental health issues leads to lower healthcare expenses, as employees require fewer medical interventions and hospitalizations.

  4. Improved Workplace Culture: Implementing recovery coaching fosters a supportive environment, enhancing employee satisfaction, engagement, and morale.

  5. Risk Mitigation and Enhanced Reputation: Addressing addiction and mental health issues through coaching mitigates risks related to safety, productivity, and legal compliance while enhancing the organization’s reputation for supporting employee well-being.

  1. Employee Well-being: Organizations that prioritize the well-being of their employees can align recovery coaching with their commitment to supporting staff members’ physical, mental, and emotional health. By providing resources and support for individuals in recovery, organizations demonstrate their dedication to fostering a healthy and inclusive work environment.

  2. Performance and Productivity: Recovery coaching can contribute to improving employee performance and productivity by addressing underlying issues such as addiction or mental health concerns. By helping employees overcome these challenges, organizations can optimize workforce effectiveness and achieve their performance goals.

  3. Retention and Engagement: Supporting employees through recovery coaching can enhance retention rates and foster greater employee engagement. When employees feel valued and supported by their organization, they are more likely to remain committed and engaged, leading to higher levels of job satisfaction and loyalty.

  4. Safety and Risk Management: Organizations concerned with safety and risk management can align recovery coaching with their goals of promoting a safe and secure workplace. By addressing addiction and mental health issues proactively, organizations can reduce the risk of accidents, errors, or conflicts that may arise due to untreated conditions.

  5. Corporate Social Responsibility (CSR): Recovery coaching aligns with the principles of corporate social responsibility by addressing societal issues such as addiction and mental health stigma. Organizations that prioritize CSR initiatives can demonstrate their commitment to supporting the well-being of not only their employees but also the broader community.

  6. Diversity and Inclusion: Recovery coaching contributes to fostering a culture of diversity and inclusion within the organization by providing support for individuals from diverse backgrounds who may be struggling with addiction or mental health issues. By promoting acceptance and understanding, organizations can create an environment where all employees feel valued and respected.

  7. Ethical Leadership: Supporting employees through recovery coaching demonstrates ethical leadership by recognizing and addressing the needs of vulnerable individuals within the organization. By upholding ethical principles such as compassion, integrity, and fairness, organizations can cultivate trust and loyalty among their employees and stakeholders.

  1. Identification of Employee Needs: If you notice an increase in absenteeism, decreased productivity, or changes in behavior among your employees that may indicate underlying addiction  issues, it may be time to consider implementing recovery coaching to provide support and intervention.

  2. Concerns About Workplace Culture: If you’re concerned about the overall well-being and morale of your workforce or if there are indications of stress, burnout, or dissatisfaction among employees, recovery coaching can help address these issues and improve the workplace culture.

  3. Desire to Support Employee Wellness: If you prioritize employee wellness and want to provide comprehensive support for your staff members’ physical, mental, and emotional health, implementing recovery coaching can be a proactive step in promoting well-being within your organization.

  4. Recognition of the Impact of Addiction: If you recognize the significant impact that addiction  issues can have on individuals and their ability to perform effectively in the workplace, investing in recovery coaching demonstrates your commitment to addressing these challenges and supporting affected employees.

  5. Compliance with Legal and Ethical Standards: If your organization is subject to legal or regulatory requirements related to employee wellness,  or disability accommodations, implementing recovery coaching can help ensure compliance with these standards and mitigate the risk of potential legal liabilities.

  6. Feedback from Employees or Stakeholders: If you receive feedback from employees, managers, or other stakeholders indicating a need for additional support or resources related to addiction  issues, considering the implementation of recovery coaching demonstrates responsiveness to their concerns and priorities.

  7. Desire to Enhance Organizational Performance: If you aim to improve organizational performance, productivity, and employee engagement, investing in recovery coaching can contribute to achieving these goals by addressing underlying issues that may impact individual and team effectiveness.

  8. Alignment with Organizational Values: If supporting employee well-being, fostering a positive workplace culture, and demonstrating social responsibility are core values of your organization, implementing recovery coaching aligns with these values and reinforces your commitment to them.

Recovery Coaching Training Path

Certified Professional Recovery Coaches are intensively trained by U-ACT to high international standards. U-ACT is a COMENSA Training Provider and the training is accredited by the International Coaching Register (ISO9001:2015). For the initial training, Coaches have to complete 100+ hours of rigorous training followed by 5 case studies from 60 hours of  practical coaching.  On completion, coaches need to pass an exam and two coaching assessments in front of a panel of Master Coaches to achieve accredited certification. Thereafter, the training continues as the coaches engage with clients, with regular supervision meetings that need to be attended. 

The Coaching team at J2 ARMS cumulatively have more than 25 000 hours of client work.  All coaches are U-ACT Certified and accredited with the International Coaching Register.

J2 ARMS TV Episode 1 - Recovery Coaching

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