- Improve your relationships with others
- Regain more self-confidence
- Regain your motivation
- Become a “meaningful manager”
- Seek a balance between “earning trust” and “being respected”
- Find the balance between “taking your place” and “making room”
- Cope with the difficulties of resistance to change
- Help your organisation progress
- Learn to view negative feedback as an opportunity to progress
- Become aware that “ending” is just as important as “beginning”
- (Re)discover the power of teamwork
The content discussed during coaching sessions remains strictly confidential.
However, coaching is not psychotherapy.
Anyone with a need and feeling “stuck” can find new dynamism through coaching.
The aim of the initial telephone contact is to get acquainted and to understand the context of the coaching request.
This preliminary interview allows one (or more) theme(s) for development (objective of the coaching) to be defined.
Sessions are organised with the coach every two to three weeks. This is necessary to allow progress to be made quickly.
In general, the coachee is able to continue his development programme independently after five sessions.
For employees, managers and executives, for any associate who wants to work on his areas for improvement to achieve greater independence.
The first session consists of a preliminary interview in the offices of the business. This session lasts approximately 1 hr.
The first part of the interview takes place in the presence of the coachee and his immediate superior (or the HR manager).
The purpose of this preliminary interview is to get acquainted and to define one (or more) theme(s) for development (objective of the coaching).
The first sessions take place every two to three weeks. This is necessary to allow progress to be made quickly.
After the first three sessions, a short interim evaluation is organised with the immediate superior or the HR manager.
The objective of this interview is to verify that those immediately around the coachee see the change in this person.
The coaching process includes at least five sessions; it can end there.
After 6-10 sessions at the most (but sometimes earlier), the coachee is able to continue his development programme independently.