We consider development as a process. It is our responsibility to initiate this changing process and encourage employees to become top-fit in areas of interest such as: mental strength, skills, structure, leadership, strategy and discipline, in close cooperation with the organization. We can train and coach as much as we want, but money and energy would be wasted without the support of the organization. During the coaching process, we keep an open line with the coachee. Basically, this means that contact is not only made during personal interactions but also (if needed) in between times (by telephone and/or mail).
Without clear objectives, we cannot start the coaching programme. The chosen work method depends on the key question, for example:
- Practice scan (roll-playing with video analysis)
- In-depth interview
- Competence analysis
Target groups
- Specialists (for example Account Managers/Project Managers)
- Middle management
- Board
Working methods
Our coaching process consists of various working methods. We let the method depend on the coaching question: Personal coaching, practice sessions (one-on-one trainings) and evaluation sessions.
