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Why coaching?

Without vision, growth would be based on coincidence. This could make success disappear, just like that.

Coach philosophy

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.

Personal coaching

Development starts with awareness. That’s why we kick off with a personal conversation. During this conversation we will discuss/analyse (or even change if needed) his or her beliefs and habits.

The coachee will be given the opportunity to call or e-mail the coach, in addition to the personal conversation. We have chosen this set-up because, in our opinion, this makes coaching more effective.

Practice sessions

The purpose of our practice sessions is not only to put the discussed topics into practice but also for deeper understanding. It is important for us that the coachee gains a clear understanding of his or her strength. In the practice sessions we focus on role plays. We work one-to-one to guarantee quality and depth. Preferably, we work with a professional role play actor during these practice sessions.

Evaluation sessions

During the process there are formal moments when the coach, coachee and manager will enter into a dialogue.

We use this conversation as a thermometer of this process. Are we still on the right track? Together with the manager, we will discuss whether pre-defined goals have been achieved.


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