Coaching Process/Individual
My Coaching definition: Coaching is for me a partnership in which I work in a one-to-one relationship with you as client on an agreed-upon goal. We do this in an interactive process where I challenge and encourage you to take responsibility, to come up with own solutions, for your challenges and be accountable for the follow up, resulting in professional and personal growth by learning or relearning. Therefore I create a safe and trusted environment where clients can open up and be aware of what needs to happen.
My focus group: Leaders, politicians, directors and professionals (such as family doctors, medical specialists, accountants and lawyers) in profit and non-profit organizations.
– Pro bono coaching especially for highly educated immigrants who have work related issues.
My Coaching focus: Behavioural change which leads to personal growth in work and private life and performance improvement.
Coaching Programs. Because each person is unique, each coaching process is tailor-ade to suit each specific situation. Different situations calls for a unique approach. Assessment instruments can also be part of the coaching process or interviews held with stakeholders and/r sponsors in order to get more input or to define how success will look.
From my experience and background I can work with you on goals in the field of leadership development and executive coaching.
Approach to Individual Coaching
A 30 minutes orientation interview via phone could be the basis for a coaching engagement. In this interview we will discuss your coaching question(s), my working method, our mutual expectations, the coaching program in general and confidentiality.
We will agree on the terms of the coaching engagement, duration (3, 6, or 12 months) the length of each session (60 – 120 minutes) and meeting frequency. The sessions can be face-to-face, via the telephone or via ZOOM.
If we decide to proceed, the next step is to plan the follow-up with an in depth interview and, if appropriate, an assessment test.
Techniques like NLP- and the Marshall Goldsmith Stakeholders Centered coach methodology (or adapted version) could be applied here when agreed upon.
In my practice I also use my knowledge and more than 25 years background in HR and experience in leadership development, talent management, competency management, performance management and HR-processes.