Have you experienced this unconditional, extremely confidential, objective, safe and non-judgmental relationship offered by the coaching posture? This is a unique environment where the client keeps the position of the expert, exploring a lot, creating new ways of thinking, feeling, acting, relating to others, pushing some limits like their own limiting beliefs, getting out of the comfort zone, gaining self-awareness, with a new energy, developing new skills, leading to a sustainable learning process.
The quality of the coaching relationship is a key element of success. I can help you explore beyond the obvious, helping to get you to these “a-ha moments” that lead to real insight!
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Executive Coaching is a thought-provoking and creative ongoing partnership that inspires executives, entrepreneurs, high-potential managers and leaders to maximize their personal and professional potential, often unlocking previously untapped sources of imagination, productivity and leadership.
A one-on-one individualized and tailored process, based on goal and action plan, to benefit the executive and their organization, often as a three-way partnership.
The executive coaching partnership is usually for a minimum of six months up to one year.
Executive coaching is a long-lasting learning, as the self-improvement brings a deeper understanding.
TRAINING
Training is teaching. The own learning process developed along the coaching engagement
is far more sustainable than a training. Coaching develops the executive within the
context of their current job, allowing them to maintain their day-to-day responsibilities.
MENTORING
Mentoring is a relationship in which a more experienced or more knowledgeable
person helps to guide a less experienced or less knowledgeable person.
CONSULTING
In the coaching relationship, the client is the expert of himself or herself. Definitely not the coach.
COUNSELLING or THERAPY
Coaching addresses the present and the future, not the past. Any issue coming from the
past should be addressed by a well-trained counsellor when it slows the progress down.
COUNSELLING or THERAPY
Coaching addresses the present and the future, not the past. Any issue coming from
the past should be addressed by a well-trained counsellor when it slows the progress down.
Outcomes and results oriented, executive coaching relationship follows a clear and effective process:
(*) 360-degree interviews with key stakeholders like other executives, board members, people who report to you, and a selection from the larger population of employees. In the aim to identify your leadership strengths and where there is opportunity for improvement. We debrief and discuss the results of the assessments and the themes that have emerged.
Executive presence
Leadership competencies
Transition for newly promoted manager
Communication skills
Behavioral issues at the management level
Resolve interpersonal conflict among employees
Time management
Increasing self-awareness and emotional intelligence
Motivation
Career progression
Unleash your potential!
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