Traditional individual manager development

CLASSIC PERSONAL EXECUTIVE DEVELOPMENT

Our professional team of coaches offers a special type of coaching in today’s colourful coaching styles and methods: the supervision-based coaching.
The two most important features of supervison-based coaching are:

• Methodologically eclectic – meaning that it does not use one specific method trying to apply it to the most different needs and cases, but on the contrary it works with a wide range of methods applying always the best fitting one to the given client, situation or case.
• Focussing on learning through self-reflection – meaning that in this way of working beside the actual learning goals of the coachee we develop the coachee’s professional personality by developing the self-reflection skills. This way we aim for continuous self development and long lasting learning results.

Coaching is a special process of consulting and mentoring fully centred around and tailored to the individual. Similarly to the way coaches in sport work on helping and supporting the sportsmen to reach their personal best performance the coach in business supports the coachee/manager to find the sources of his difficulties, to define his personal development goals and the way to reaching them.
The coach does not provide a direct advice or answer but rather consults the coachee to find his own answers and solutions. The coach listens, facilitates, discovers and strengthens the coachee’s inner resources and strengths that previously remained hidden for the coachee, unseen behind his problems. Thus instead of going deep in analysing the problems the coach focusses the coachee’s attention on the sources of the solution, the coach helps to see situations in a new and different way.

Coaching is a goal and result oriented process: a series of structured discussions where the coachee brings the content – a specific development goal, a problematic situation or practice – and the coach brings the method and way of working on the coachee’s theme.
The coaching sessions are built on specific cases the coachee brings ensuring that the learning is rooted in the coachee’s personal leadership practice and making it easier to implement the learnings in the actual daily work.
The key criteria of a successful coaching process are mutual trust between the coach and coachee and the coachee’s commitment and motivation for learning and development.

Forms of coaching:

• Personal coaching – when the coach works individually with the coachee.
• Team coaching – when participants form a team in their work and they want to develop cooperation and performance of this team.
• Group coaching – when participants do not work together in their work life but they have a shared development need or problem they want to work on.