Coaching
Individual and group coaching
Individual coaching is a solution-oriented support for the manager, where we think together about the manager's goals, situation and possible ways forward based on specific work situations in the given environmental-organisational framework.
Group coaching is a solution-oriented support for the group, organised on an organisational, functional or project basis, to reflect together on the group's goals, situation and possible ways forward, based on specific work situations within the given environmental-organisational framework.
Within group coaching, we can distinguish between the following aspects of grouping:
- Group coaching: typically a small group of managers with the same problem, but from different areas
- Team coaching: coaching of a specific organisational unit for a specific problem
The coaching process
Coaching, which starts with a situation and status assessment, is a longer process where sessions are held in a number of sessions (typically 6-10 sessions), according to the needs of the organisation and the leader, at weekly to bi-weekly intervals, occasionally covering one to two topics, one to one and a half hours per topic, to support the leader to take thoughtful, conscious and effective steps to achieve his or her goals with deeper self-awareness.
The issues that arise during the coaching process are based on a joint discussion between the sponsor (company management, HR, functional and/or project management) and the coachee (the colleague participating in the coaching programme).
During the individual coaching process, we use the steps outlined below to unpack the goals, the possibilities for bridging the gap between the current situation and the desired goals to be achieved, and the steps to get the coachee to commit to practical implementation.
The group coaching method and technique is recommended for supporting groups in the early stages of group development, possibly older but underperforming teams, and cross-functional teams - for example, in project work.
The group coaching approach can be applied to a wide range of projects, such as market, product development, organisational development, change management projects. Based on a flexible approach model chosen according to the objectives and the situation identified, in addition to a clear definition of objectives, a clear understanding of the current situation, a detailed mapping of opportunities, we pay particular attention to building and maintaining the commitment of team members. The process can be complemented and supported by "shadow coaching".
Main steps - a possible approach (based on the triumph model)
1. Diagnosis
Assessing the current situation, what the starting point is, where the coaching process starts, what the client's challenges are. There are several ways to get a good assessment of the current situation, many different tools can be used - e.g. interviews, shadowing.
2. Course assignment
Setting the direction, the goal. Here the coach basically helps the client to set a goal that he or she can realistically achieve (SMART, PURE, CLEAR goals).
3. Alternatives
In this phase, we focus on identifying and outlining options and possibilities in order to determine how to achieve the direction and goal identified above. This phase is also very important to ensure that the client does not make a hasty decision, but is able to make an informed decision in the next phase, after considering several options.
4. Decision
In this phase, the coach's task is to support the client in choosing which of the alternatives he or she has collected to choose. The biggest help here is the pro-context analysis, but dozens of other options should also be in the coach's toolbox.
5. Application
In this phase, the coach supports the client to follow the chosen path, to reach the goal and not to back down at the first obstacle.
6. Closure
The coaching series ideally ends when the client has achieved the set goal. A summary of the work done together, an outlook.