CorporateCoach

Corporate Coaching aims at the development of the targets defined by the company/customer. The Corporate Coaching programs acquire specific naming depending on the corporate target and on the development goal:

Executive Coaching is a partnership between a coach and an Executive. The primary goal of the Executive Coaching is to maximise the leader impact on the organisation, developing his leadership competences. Hence, the focus is on both business results and coachee’s professional evolution;

Career Coaching concerns the exploration of work-related subjects. Its goal is to support the client throughout his career developments, and help him in planning radical future professional and personal changes. Through Career Coaching, the coachee reaches very deep levels of self-consciousness and motivation;

Team Coaching is the coaching made on a team, in order to promote excellent communication and relationships and to reach top performances.

When to hire a Corporate Coach

The Corporate Coach is your best corporate partner when you and your company want to:

  • reach excellent results and define extraordinary goals;
  • anticipate, manage and “exploit” major changes;
  • create a high performance, motivated and aligned board;
  • push a team towards more and more ambitious goals;
  • support the high flyers in their career development;
  • accompany the managers through professional or corporate transitions (e.g. acquisition, restructuring, succession, promotion, new role, expatriation...);
  • develop vision, self-esteem, self-confidence and leadership to start a new career or manage a major change;
  • facilitate an effective communication and a constructive work environment;
  • recognise and enhance the diversities in approach, competences and communication style;
  • promote the competences development and a diffused leadership in the company;
  • manage and solve conflicts and inactivity patterns;
  • get over professional or personal obstacles;
  • get over career blockages;
  • challenge the status quo and the current leadership;
  • develop managerial competences;
  • manage the arrival of a new generation of managers, especially in the SMEs;
  • reach a better work/life balance.

The Corporate Coaching Process

In the preliminary free session the motivation of the coachee-to-be and the suitability of the coaching process are verified; coach, coachee and sponsor agree the competences to work on and the desired outcome of the coaching process. If the interest of everyone is confirmed, the agreement is taken out by the coachee’s boss, the internal sponsor and/or the head of the Human Resources Department.

Then, the sessions follow a program agreed by coach and coachee; the sessions can be in person, by telephone or in telepresence. Always respecting the confidentiality agreement, the coach invites the coachee to keep the stakeholders informed of his progresses. Generally, some assessments are done at the beginning, in the middle and at the end of the coaching program to evaluate the evolution of the coachee’s managerial competences and attitudes.

The result of a coaching session is always a plan of SMART actions (specific, measurable, achievable, realistic and time-bound), towards which the coachee is held accountable.

At the end of the coaching programme, a wrap-up meeting is held in the presence of the coachee’s main stakeholders.

Process-wise, Executive, Career and Team Coaching are similar to Corporate Coaching tout court; what differs is mainly the coachee’s context and the application of specific techniques and professional/relational competences.