Individual Coaching and Leadership Development

Effectiveness in the Current Role
  • On-boarding and adaptation in the new role (re-thinking the role and priorities, development of new skills and competencies, adjusting work schedule);

  • Working with individual business tasks;

  • Working with individual development areas;

  • Obtaining the necessary skills and mindset. 

Development for Future Roles
  • Coaching as part of HiPo development programmes, and other leader development programmes (diagnostics, individual and group coaching);

  • Preparation for the future role (new expectations, skills and mindset development)

Diagnostic Tools

How it works

In a corporate setting, before the coaching starts, there are two important steps to be done: 

Clarifying the context and the goals 

    Since the coaching is generally aimed at increasing the client's effectiveness in the company, we set the goals for coaching within the tripartite agreement between the company (Head of HR and/or the supervisor of the coachee), the coachee, and the coach.

     In this tripartite way, we agree on how the company will monitor the progress, and discuss the confidentiality issues.  

Individual meeting with the client

     This meeting allows the client to meet me as a coach, feel whether there is chemistry and trust, to understand teh process, roles and responsibilities, and to clarify the conidentiality issues. 

The duration of coaching period and frequency of sessions depend on the type and complexity of the request. 

- If the coaching is part of the HiPo programme, the coach would usually be part of the whole programme.

- If the coaching is around stepping up into the new role, coaching would be spread in 6-9-12 months with the regular interim check points on the progress. 

- The frequency of sessions also varies. In my practice, it makes sense to hold sessions with a 7-10 day interval in the beginning of the coaching engagement. This period usually focuses on client's understanding and re-thinking of the role or the development areas, self-discovery, and action planning. The intervals can grow when the client needs time to practice the new approaches.