Coaching

Coaching can support managers at all levels of the organisation to improve their insights, boost performance, facilitate change, harness power of diversity in their team, deal with conflicts and dissent, broaden perspectives and maintain connection with their inner vision, while working together with their colleagues and relating to the organisation as a whole.

As no two leaders nor two organisations are the same, we start from listening carefully to what you would like to achieve. The initial sessions, providing ample opportunities for analysis, reflection and feedback are designed to increase clarity of the goals and acquire deeper understanding of the challenges. Having agreed on the steps to be taken, we create a tailored set of interventions, based on our multidisciplinary approach, to support you in the process. We believe that in order to enable you to achieve the desired outcomes, the coaching process has to reflect your unique circumstances: a combination of goals, skills, personality and available resources.

We adhere to high ethical standards, in professional and personal capacity, and believe in establishing trusting and open relationships with our clients. This is highly valued by our clients as it encourages transparency and confidence during all stages of the coaching process, making sure that the key issues are noticed, discussed and addressed in the way that proves to be the most beneficial both for you and your organisation.

Executive coaching is a proven strategy to grow resilience, gain new insights, manage conflicts, refine decision making, use power more effectively and achieve even greater congruence in your leadership role. Offering a unique opportunity to reflect in a confidential setting on skills, experience, inclinations and behaviours, it helps to re-evaluate where you are now and where you want to be. Executive coaching puts emphasis on maintaining your strengths as well as exploring which patterns, although useful in the past, are now hindering your leadership journey. During our sessions an innovative process of structured and creative reflection, achieved by combining established coaching techniques with process oriented methodology supports the individuals and the organisations to bring about deeper changes and achieve more sustainable outcomes.

Analysing the interactions and communication as well as exploring roles that emerge within the team, the coach works together with the team members to identify and deal with obstacles barring them from effective cooperation. During the following sessions the coach supports the clients’ capacity to conduct open and skilful conversations and engage positively with complex challenges. The facilitation helps to achieve deeper understanding of each other’s viewpoint and effect of their actions, it also assists the participants in gaining and improving skills which they can use on a day-to-day basis.)

Transitions take place due to promotion, career changes, internal restructuring, mergers or retirement. The coach can support clients at all levels of the company structure, from top level executives to aspiring managers to ensure a faster and smoother transition into a new role while maintaining optimal performance. Coaching may assist in re-examining the role requirements, assessing current and desired skill sets, identifying challenges expected in the new place and the potential implications of the transition for the professional. Although frequently commissioned for improving a particular skill set, numerous clients request work on much deeper level in order to explore and re-calibrate their vision, drive, intuition and inner resources: the compass that has successfully guided them on their career path. Transitional coaching can also be useful after many successful years at the helm, when the client starts contemplating withdrawal from their professional life and needs to rethink the process and steps to be taken.

Conflict Coaching and Facilitation focus on looking into and practicing conflict facilitation skills, enabling the clients to retain connection to oneself and their vision while relating to the other person and listening to their viewpoint. By mastering the ability to change perspectives, including the one which can provide an overview from outside, and gaining awareness how both parties are impacted by one another’s actions, the clients are able to achieve better understanding and produce outcomes which go beyond the level of short term solutions.

Performance coaching might be required after promotion, together with the role analysis. It can also be useful for managers coming back from a sabbatical or another kind of leave: health related, maternity or paternity one. At times, the client simply starts feeling at a certain point that they are not as effective as in the past, so they want to make sure they keep up to a desired level.

Although change constitutes an inherent part of life, few people approach it without even a shade of anxiety. Change brings about uncertainty, implies potential difficulties and costs to bear. Even though change management is an essential part of leadership education, the degree to which one feels at ease with it and is able to implement necessary solutions always influenced by the personality and belief system of the specific leader. Coaching assists the decision makers to reduce the impact of change on the individual as well as on the organisational level.

Conducted over 3-6 days, they provide a rare opportunity to refresh connection with oneself, gain new perspectives, recharge batteries and acquire new insights into a particular situation or the overall direction of the client’s career.