Business coaching

This one-to-one process is for employees whose development now calls for personalized attention. The participant always brings the topic; we support the journey toward the goal by holding the framework and offering concrete exercises.

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Length 5–10 sessions

Development format coaching

How it works One-on-one, personal coaching sessions

What is the program about?

Individual, one-on-one coaching sessions of an hour and a half each; change typically becomes noticeable after 5–10 sessions.

Sometimes training is no longer enough. A specific gap comes to light in an employee's skills, or their situation is so complex that a single-topic program would not cover it; and behind the problem there is often a personal, self-awareness dimension as well. In these cases, personalized attention is what brings lasting results.

What you take away: clear short- and long-term goals; a well-explored picture of your situation and what motivates you; a concrete action plan, and follow-up as you put the actions into practice.

Who is the program for?

For employees whom a manager or HR, acting as sponsor, sends for individual development. It is especially timely if a training program or an organizational development initiative has revealed a specific development need that is best addressed individually, or if someone needs individual attention and a pace of development that fits their own schedule.

When is it worth starting?

there are personal, self-awareness issues behind the problem, and only a personalized solution will bring lasting results
the goal is not to treat the symptoms but to achieve a long-term change in behavior or mindset.

How we work

The coachee always brings the topic; the coach provides the framework and keeps the process on track. The process follows set steps, from goal-setting to follow-up.

Business coaching is individual development built on trust: we work one-on-one, around the employee's own topics, whether that means communication, conflict management, presenting, stepping into a new role or making a career decision. The engagement typically comes from a manager or HR acting as sponsor, often during or after a training program or a larger organizational development initiative. The goal is always concrete, and the process ends with follow-up.

The coach also helps the coachee reach the agreed goal through concrete situational exercises and “homework” assignments.

Typical topics

communication
problem solving
conflict management and the causes of conflict
team situations
presentation skills
career choices.

The steps of the process: setting short- and long-term goals; exploring the coachee's current situation, along with the driving forces and personal gains behind it; mapping motivation points, that is, finding what gives the coachee energy for change; action planning around the priority points; and finally, follow-up and support in applying the skills linked to each action. Individual development also leaves room to address related topics.

It is also worth starting if: