.png)
Coaching
Coaching is a way of empowering people to achieve their goals. It is useful in many settings where a positive change is needed. Coaching is not advice. The coach provides a safe space, a proven process and a true interest in the coachee. Coaching is about skillful observations, insightful questions and a positive outlook. Answers have to be found by the coachee. Coaching is by invitation. The coachee should be able to choose a coach, to trust the coach enough to be open with them. What is the job of a coach? Coach’s job is to provide an overall relationship structure, help coachee establish clear objectives and steps for achieving them. The coach helps the client find the smallest steps towards possible and positive outcomes. Why do executives need coaching? Executive management is often a lonely job. There are many issues than you cannot discuss with your team or your boss, politics of the executive suite can be complicated. Focus, motivation and action lead to results, coaching strongly supports this transformative journey. About my coaching experience: I came to coaching through my management and consulting work. Over the years I helped many great people succeed in different industries, cultures and environments. I am very proud to know that I helped their success.
Executive coaching
Organisations have invested billions in talent development and created immense capability within their workforces. Sometimes the key talents require support to move forward with a new challenge, manage a difficult project or to overcome behavioural blind spots. Executive coaching is a strong value-add mechanism in these contexts. Helping talented individuals to define developmental goals, identifying the steps needed, providing focussed support over a defined period, very strong results can be achieved within short timeframes. Positive behavioural change, increased focus and higher work satisfaction are enabled through Executive coaching. A coaching assignment usually lasts 3 to 6 months, with a combination of face-to-face and remote regular sessions. During the pandemic, we have discovered that coaching also works well in pure remote situations.
Integration coaching
A common scenario : a company with a successful product expands by buying competition or companies in related fields. The marriage goes smoothly, promises are made, contracts signed. Integration is not forced, but progressively more and more things change at the junior partner company. The most important resource – people – start to lose motivation, key resources are at risk. Integration coaching offers strong support for key individuals involved on both sides of the situation. For the expanding company management it provides a 2-way information channel and ability to respond before problems ripen. For the management of the acquired entity, a way of being heard and understood better. The usefulness of a dialog, facilitated by integration coaching during the early stages of acquisition integration is self-evident. Also in the later stages, when tighter integration is proposed, it is useful to approach such integration with people issues at the front of agenda. Agreeing the common rules of interaction and the alignment of values are fundamental to the eventual outcome of the merger.