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Coaching is a process intended to map and fully actualise the potential of the employee. An experienced coach who takes on the role of a mentor offers answers to personal and professional questions. The added value of coaching is thus to reveal the potential of the employee. Which often exceeds their face-value performance.
Professional skills and specialist knowledge are decisive for the success of an employee. Skills such as situational leadership, stress or time management, project management, generating support or conducting feedback sessions. Do you have an employee who could be adding even more value if they proceeded to develop certain skills? Coaching may help expand their professionalism.
A coaching journey has a highly specific focus on several development goals. In the context of everyday practice, the employee receives concrete tips, tricks and feedback from the coach zoned in on professional skills. An enriching experience for first-time people managers and seasoned executives alike.
A coaching journey usually takes between 6 and 12 months. At the foundation of the personal contact lies a good relational click. If no immediate click emerges during the intake, the participant is introduced to a different coach. Next, the coach and choachee analyse the everyday practice of your employee. What skills do they struggle with at times and where would they like to develop themselves further? Safety, trust and involvement make up the foundation of a successful coaching journey.
Based on the needs of your organisation and the participant, we determine the coaching objective. What behavioural change is desirable, how do we achieve it and what measurable result is the participant’s aim? Of course, the context plays an important part as well. What is the employee’s everyday practice like, what concrete situations are valuable and what challenges do they encounter?
We determine our approach based on this input and the participant's needs. Some participants want to look back on a specific situation, receive feedback and assess after six weeks how the tips and tricks have worked out. Others want to use their coaching to prepare for important events such as a presentation, a team meeting or a difficult one-on-one with an employee. Both options provide the participant with the necessary immediate insights to hone their skills.
The participant can also opt for shadowing. This involves the coach being present on the job to observe during an important moment. Like a fly on the wall, without intervening. This can be enriching, for example during a presentation, a meeting or a performance review with an employee. The coach and participant then extensively discuss the observations as well as very concrete pointers and recommendations to approach the situation even better in the future.
Throughout the coaching journey, the coach is there for your employee even outside their scheduled contact times. Does the coachee run into a roadblock in between sessions? Are they unsure about applying a certain tip? Would they like to share a moment of success? Our coaches are always available. A short telephone conversation, email or Whatsapp will help them connect, resulting in improved motivation.
Submit your HR challenge to us. Together we look at how we can help you.