Individual coach / Executive coach
An ICF-certified coach will be your sparring partner, sounding board and challenger during a coaching process. Starting from your coaching question and what you want to achieve, you take the journey to that result together.
What does coaching offer you? It lets you approach yourself and your business from a broader perspective so that you can make the right decisions at the right moment. You will overcome mental and emotional barriers hindering you and your organisation. This personal growth leads, in the first instance, to personal success and a better quality of life. That way, you in turn contribute to the success of the organisation. Coaching is the shortest route to lasting results.
When do you use a coach?
Which goal do you want to reach? These questions partially determine which type of coaching you need, and when:
- realising change
- leading your company based on passion and daring
- giving your self-knowledge and motives a boost
- taking a good look at your career and knowing which job really suits you
- becoming the manager you always wanted to be
- positioning yourself correctly and realising your professional mission
- having a different attitude in relationships
- looking at how you can communicate better, how you deal with conflicts, how you give and receive feedback ...
- dealing differently with stress and preventing burnout
- experiencing the team spirit in your team
How do you choose your coach?
Do you want to be coached? We are happy to advise you in your choice of a suitable coach. To do that, we take into consideration your specific needs, age, personality and way of doing things, the region desired, the availability and expertise of our coaches and much, much more.
After all, matching coach to coachee is a profession in itself, and we have become expert in it throughout the years. Such pre-matching at a professional level results in coaching that actually effects change, instead of leaving you stuck in your comfort zone. The aim of coaching is to confirm (and name) the talents present while challenging where there's an opportunity for growth and potential. Coach and coachee should therefore be matched on the basis of 'differences and similarities' - not too many of one or the other.
Do you need multiple coaches for your organisation?
As well as finding the right coach for each individual, this pre-matching also save companies a huge amount of time, allowing HR managers to focus on other pressing tasks.
Get yourself a bit of advance inspiration from a part of that expertise which we use in matching coach and coachee: download the free white paper at the bottom of this page.
Our vision for 2025: implementing coaching strategically
Coaching is going to become much more popular. The personal attention people need to evolve will be increasingly accessed. The general manager will no longer be able to constantly direct his attention to all his managers. All managers and HR will have to do their part. One way to achieve this is through coaching.
However, coaching is most effective when it is used in a strategic and structured way. HR also plays a vital part in this. The cost-effectiveness of coaching rises and is experienced as a positive thing if the HR officer becomes our conversation partner for coaching matters, or personally coaches, and if there is a separate budget reserved for coaching.
The HR coaching officer as conversation partners for coaching matters and as coach
In the same way every HR officer should be aware of the HR policy, a certified HR coaching officer (within the HR department) will set up a comprehensive coaching policy per organisation by 2025. This 'officer' will not only be an observer, but also practise coaching competences and have a profound insight into the intentions, forms and possibilities of coaching and the effects on the various domains and at the various levels. And in that way, they will become a professional trusted conversation partner for coaching matters in the business departments.
In addition to coaching policy, HR will play an increasingly important role in coaching itself, also individual. This will allow the employees to keep evolving.
A separate coaching budget needed
Any policy requires a budget. If HR continues to regard the coaching as an assault on their training budget, the company will only deploy coaching reactively. That's why a separate coaching budget is needed and a transparent flow through which to request coaching. This will allow HR to be ready to respond directly to coaching questions.
Would you like to know how coaching could be applied strategically in your company? Get in touch with us. We'll be happy to help you find the answers.
Check here which criteria you need when choosing a coach, whether as an individual or as HR.