Executive coaching

• Organizational change: decision making, risk management, encouraging innovation, etc.
• Team management: implementation of change, improvement of team performance, managing at distance, etc.
• The relationship with business partners: development of own personal impact, effective communication, customer relationship, stress management, etc.

We don’t just coach an Executive for his or her own sake, but we consider the business context as well as the role requirements. In our approach, we tackle the following aspects: 

Business needs 

The objective of coaching is growth and performance. Each organization has its own characteristics: being effective in a start-up company is fundamentally different than in a mature financial institution or again in a well established public institution. 

The position of the coachee 

The coaching must be designed to better align the coachee to the requirements of his / her current position. You can be successful as a Quality Director, but this does not mean that you will be successful as Operations Director, because each position requires one to demonstrate other types of personal characteristics.

The personal characteristics of the coachee

According to the business and position requirements, we assess together with the coachee, his/her hierarchy and Human Resources which new work patterns need to be developed. This agreement is formalized in a “contract” approved by all the above mentioned parties and represents the basis for the measurement and evaluation of the progress achieved at the end of the coaching cycle.

Our intervention is experience based. We want it to be as pragmatic and helpful as possible.  Therefore, we ask the coachee to submit to us specific situations he or she faces in the short term and we will:

• work together on the debrief of those situations
• prepare the coachee to face future situations
• advise on the most appropriate approach…

Our approach to coaching does not limit itself to the diagnostic and the reflection, but is focused on the acquisition of new behavior. Therefore, we challenge and expose the coachee as much as possible to preparing together with us an important situation in the future that he/she is going to face (for example, giving a speech about the new organization)