Individual Coaching


Individual work with a coach is a good option for people who play significant roles in their organizations, e.g. leaders and managers, senior specialists, or high potential employees. It is particularly beneficial for people who:

  • have a significant potential and experience;
  • have recently started in a new post or changed their position in the organisation;
  • carry out management work under severe tension and pressure from their environment;
  • have to date focused on developing their specialist competences;
  • might enhance their performance and position in their organisation if they succeed in changing some of their habits and relation-building patterns;
  • seek opportunities of professional development outside of their organisation.

How coaching works?

A coaching client learns to set clear and ambitious goals and to strive consistently to achieve them. Thanks to reflection, supported with well-targeted questions, he/she becomes more aware of opportunities and learns to make a fuller use of his/her talents and strong points.

The coach helps the client to look with more distance at his/her behaviour patterns in professional situations to date. In many cases this requires assuming the point of view of other people, such as superiors, business partners, customers, or the entire organisation. A fuller and more systemic understanding is usually the starting point for a person to define autonomously the changes he/she needs.

The coaching relation is based on two mutually supportive pillars: full confidence and respect for the client’s autonomy and a focus on achieving clearly defined results.

Areas of change

Coaching clients work on individualised goals defined in consultation with their sending organisation. The changes they make often relate to the following areas:

Whatever the specific goals, participation in a coaching process helps the client develop more maturity and awareness in understanding his/her professional role. It also makes him/her more flexible, open for feedback and disposed to assume responsibility for his/her own actions.


Feedback and monitoring performance

Our coaches do not assess their clients’ competences and keep the content of the sessions fully confidential. At the same time they provide the clients and their sending organisations with tools to collect feedback and to measure the effects. Depending on the context of the project execution, this might mean:

  • Using a measurement scale adapted to the situation. The coach provides assistance in preparing a short feedback questionnaire relating directly to the agreed development directions. Information is collected twice (at the beginning and at the end of the process) through an online evaluation platform.
  • Full assessment of managerial competencies. We can provide our own competency model developed by Wszechnica UJ or use an existing model. Information is collected through an online evaluation platform. The report may be used in planning development goals and assessing progress.
  • Interviewing key persons in the organization. A series of structured interviews with the client’s key collaborators allows fuller and more comprehensive feedback to be formulated (this is useful for clients at top layers of the organization’s structure).


Elements of coaching

Stage 1


A meeting involving the client, the coach and the sponsor
(a representative of the contracting organisation) to define the general working direction and goals. The client receives a package of materials to support his/her preparation for the session.

Stage 2


A meeting to define long-term goals and methods of measuring progress. The client indicates the persons he/she would like to ask for feedback.

Stage 3


In a form adapted to the situation: assessment of selected behaviours, full 360-degree competency assessment, or interviews with key persons in the organisation. The client receives a summary feedback report.

Stage 4


Meetings focused on using the feedback and planning and implementing the necessary changes. Six sessions over 3 to 4 months are recommended.

Stage 5


Second feedback collection; assessment of how others’ perception of the client has changed. Meeting with the client to formulate conclusions and plans for further development. Wrap-up report.


Coaching participants receive a package of development materials to support their self-reflection and preparation for the coaching process. The materials include:

  • information on the coaching principles and process;
  • a set of questions to predefine the working goals;
  • the circle of competence (circle of development), i.e. a tool to select priorities and monitor progress;
  • worksheets for analysing feedback and the quality of exchange with the environment;
  • a tool for analysing the client’s personal professional projects, based on B. Little’s model.
Contact us

Aneta Marek

Development projects consultant, sales manager

514 206 346
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