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