| Services | |
| Executive Coaching | |
| Executive Career Coaching | |
| Human Resources Outsourcing Services | |
| Training and Workshops | |
| Methodologies | |
| Executive Coaching | |
| "Coaching is a process that enables
learning and development to occur and thus performance to improve"
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| Eric Parsloe, The Manager
as Coach and Mentor |
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| Different professional situation requiring coaching can vary from: Succession planning, Integration process within a new organisation or team, Conflict resolution within the team or the organisation, etc. |
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The Executive Coaching Process is based on fours major steps : 1.- Awareness, or : "How does my performance link to my company's current business goals ?" The activities will involve assessment and information gathering. It can also involve shadowing (observation of the client during his daily work and dealings with other employees). It will also be during this first step that an in-depth client interview will be conducted, including life and career history, self-perceived behavioural and leadership strengths and challenges, desire to work on weaknesses and further develop identified strengths. It will also provide an overview of the coaching process, timing, and parameters of engagement. |
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2.- Analysis, or Feedback time and “what do I need to do to bridge the gap ?”. Coaching Sessions, goal settings, timeline of commitments. The outcome expected is a roadmap of development needs. A meeting (minimum duration : 2 hours) will be scheduled to review and debrief the assessment data. An action plan will be discussed to relate this feedback with the objectives agreed upon. Based on the key objectives identified, the coaching activities will be formally agreed upon between the coach and the client and an action plan developed, which will be shared with the organisation for agreement and support. |
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3.- Action, or "What actions and feedback will get me to my goals and building Future Potentials". The action steps will be real world assignments, courses/training, reading/research, shadowing, role plays.The outcome expected is skill building, increased knowledge and experience. Specific actions are taken to develop the key leadership skills agreed upon in the development plan. These actions may include: -Behaviour modification and efforts to use new behaviours -Building new skills and competencies while refining others -Developing key relationships within the organisation -Attending outside executive education programs -Taking on cross-organisational assignments |
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4.- Achievement or measuring business results and professional outcomes or "Have my business goals been reached ?" Activities: Evaluation of process Tools: Solicit feedback, performance review, self reports, input from Coach, 3-6 months review, future goals. Outcome: sustained behaviour change, accountability, personal growth. |
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| Executive Career Coaching | |
| Our Executive Career Coaching Programme is a results-oriented career management programme for career changers, job seekers and entrepreneurs. | |
| This Executive Career Coaching Programme covers: career change, finding new employment, starting a new business. | |
| It is also designed for all learning styles : highly interactive, thought provoking and interactive, the Executive Career Coaching Programme provides a customer-focused approach to each participant and an individual roadmap for a successful career continuation. | |
| Each participant going through this
Executive Career Coaching Programme will receive individual feedback
and coaching to answer her or his special needs. The areas covered during this Executive Career Coaching Programme are : -past job history, -work preferences, -identification of perfect career decision, -how to build the perfect curriculum vitae, -the art of networking, -identification of target companies, - interviewing skills, -negotiation skills, -the first three months integration process into the new function. |
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| Training and Workshops | |
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Highly interactive workshops, tailor-made to suit the specific needs of each client. After having identified objectives and final goals of the workshop, a proposal is developed taking into account all the parameters discussed with the client. A maximum of 15 participants in each group ensures that each person will get the full attention of the facilitator during the course of the day. Depending on the subject, the workshops will last one or two days at a location chosen by the client. Workshop Themes -Coaching and Mentoring : what is it and how to apply these techniques in the workplace -Team management and motivation -Change management or “How can I deal with change to make it work for me ?” -The Interview: -Interviewing techniques for the interviewer |
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| HUMAN RESOURCES OUTSOURCING SERVICES | |
| Support in Setting-up a human resources department | |
| A start/up has often neither the time nor the money to hire a fulltime Human Resources Professional in the first one or two years of their existence to organize and implement all the administrative processes and procedures needed as soon as the company has more than 10 employees. In the development process of your Human Resources Department, we can support you in the following areas : -Support in identifying the adequate H.R. tools for your organization -Development and implementation of these tools (contract of employment, recruitment, termination of employment, staff appraisal and development tools, staff rules, etc.) -Recruitment : development and implementation of the necessary support procedures for : opening of post, identification of needs for each new position, support in the interviewing process, negotiation of contract of employment, etc.) -Development and implementation of an internal communication tool |
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| Methodologies | |
| -Lominger Career Architect -Career Anchors -I Lead -Leonardo -I Speak |
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