• Carrying out projects to strengthen the efficiency, individual development and maturity as a team.

Management Coaching

What is it for?

  • To promote professional development from a framework that integrates the different areas of the life of the executive and its values.
  • To unblock their potentiality on the basis of greater self-awareness of strengths, weaknesses and the areas in which the executive wishes to change.
  • To identify those strengths from which to exercise a more effective role and identify obstacles in order to face them.
  • To design an action plan addressed towards obtaining better professional and business results for the organization.

What tools or methodologies are used normally?

  • Examining questionnaires prior to the coaching session in order to know professional, personal and value-based aspects for the client.
  • InsightsPro Test in order to obtain a report from the client in relation to its natural profile and adapted of behaviour, their motivators / values and competences, with two purposes: for the client to have self-awareness of these 3 areas and for points for improvement of competence to be identified together with the coach.
  • The Coaching Game in order to explore different areas of the life of the coachee, to bring fresh air, avoid its logic, broaden its current point of view and work from a creative perspective whenever there may be difficulties of expression.
  • The Wheel of Life in order to explore the current status of the different areas of the life of the client in the initial stage of coaching: personal life / professional life balance, leisure, personal development, money, friends, profession, partner, family.
  • The Wheel of management competences in order to explore the current status of the different management competences in the initial stage of coaching: communication, decision-making, results, risk assumption, team development, customer service, time management, change management.
  • Life ecology in order to explore the current moment of the client in the initial stage of coaching, above all contact with the most important personal values, with this also allowing for a projection of their future to be made.
  • Performance assessment questionnaire in order to identify skills and/or qualities required to perform the employment position of the executive and their importance both for the latter and for their organization.
  • Books, articles, blog posts in or to go into greater depth in specific aspects that are worked on during coaching sessions.
  • Monitoring tools in order to assess the progress of the tasks session by session and to monitor specific actions. This is useful as a road map on which the client may self-assess its performance.
Characteristics of the process Benefits implied for the Company
  • Processes of between 10 and 20 sessions of approximately 90 mins.
  • Adaptation to the characteristics and to the change project of the person.
  • Coaches certified by the ICF or with more than 100 hours of coaching experience.
  • Professionalism and deep knowledge of coaching processes.
  • It is confidential and is within the framework of a safe environment.
  • The coachee trusts in the coach and crucial aspects for the company are worked on.
  • Creation of the self-awareness of the current status of the exeutive and its ideal status and of the way they interact with their team.
  • The generation of change processes beyond the executives themselves that will have an impact on their team.
  • It allows for current areas of personal and professional development to be identified.
  • Concentration on aspects that have an impact on the results of the organization.
  • It allows for self-awareness of values and how these are fundamental in order to integrate them professionally.
  • Knowing the values of the coachee for the organization in order to be able to integrate them and achieve greater commitment by the executive.

Other results expected

  • Greater satisfaction and enjoyment in the employment position, which will have an impact on the improved performance.
  • Managing to use personal and professional resources consciously.
  • Flexibility in situations of change, with the resulting rapid ability to adapt.

Profitability expected

ROI estimated at 50%.

Verifiable cases of success

  • Cosmetic Sector. 50 employees. Executive coaching for general management. Change on the basis of a process of self-awareness and of implementation of successive changes in a manner piloted by the coach. Active feedback by the latter, in order to ensure that the changes are long-lasting and that executives do not return to their comfort zones.
  • Editorial Sector. 30 employees. Coaching for the general management. Implementation of a set of measures in order to make the management team more coherent and better led by its head. Dynamics were alternated in order to activate the desire for change, training and the process of accompaniment in development.