INDIVIDUAL COACHING

The purpose of individual coaching is to learn to coach yourself and through personal experience to learn how to coach the others. The method is suitable especially for managers. The goal is to learn a new way of leading people – with a balanced support and directivity that helps to develop imitativeness of subordinates, stimulates independence, creativity and responsibility. This kind of leading is neither the “hard” one nor the “soft” one. It combines both approaches with lots of space for the coached. The coached has the goal in front of him/her while the coach supports him/her to find the best path how to achieve the goal.

The purpose of the coaching is to find a way to solution with the respect to yourself and the other people (not to take advance for you or to take advance for other people only, but to find a balance). The coaching brings a brighter and more constructive atmosphere inside the company as well as more open communication which also minimize the possibilities of tricks, etc.

The coaching is suitable for long-term leading, not only for crisis period (when more directive leading is needed). Coaching encourages employees to come up with their own creative solutions, it strengthens loyalty. The purpose of such a coaching is to lead people name their problem, what is obvious and what is hidden and to find the core of the problem. A conflict and problem always involve a path to development while the conflicts that are ignored decreases people’s performance. The coaching is not supposed to eliminate conflict but to solve it in an effective way that results in.

Phases of the coaching

• Observing
• Self-reflection of the coached
• Reflection of the coach, action questions and offer
• Common searching of alternative solutions, analogies and contexts
• Role play or training
• Self-reflection of the coached

How does it look like?

• Manager leads a meeting together with his/her subordinates with the presence of the coach who doesn’t interfere.
• After the meeting the coach asks the manager about his/her evaluation of the meeting process as well as what is he/she satisfied about and what would he/she do differently next time...
• After the manager answers, the coach gives him/her a feedback about the meeting and reactions of his/her subordinates
• Then the manager asks the coach more questions about his/her point of view and both of them continue in clarification process.
• The coach stimulates the manager to generate more points of view as well as to formulating concrete tasks (what to practice and how)

Who is your coach?

A psychologist, who’s a mature personality and who’s educated and experienced in psychotherapy as well as in managerial skills.

Organization

A meeting with the coach is organized according to customer needs, for example once per two weeks or month.
The meeting usually takes one hour.
Number of meetings depends on concrete theme to solve.
Coaching process can become a regular and long-term part of work life of manager.