CONCRETELY

To put it quickly, executive coaching is generally:

1. A process based on a privileged and confidential relationship, creating a protective space that will allow expression and experimentation, followed by decision and action. Trust and active listening are pivotal elements.

2. A process which begins with the formulation – by the coachee (manager or management team) – of the improvements to be made (the coaching objectives) and with an agreement on the practical working methods in pursuit of these objectives.

3. A series of confidential sessions within a limited period, agreed upon at the outset. Each session varies greatly depending on the goals, coach style, and coachee preferences. Psychometric tools can be used, but they are only one possible component among many others. Again, every situation is specific and unique.

The coachee (manager or management team) identifies his objectives, chooses and undertakes the actions required to achieve them, and corrects the situation if necessary. He brings convictions, engagement and energy. He is free to make his decisions and he is responsible for them. The role of the coach is not that of a mentor: to facilitate the achievement of defined objectives, the coach guarantees intervention processes and strict ethics.

Want to know more? Get in touch with us.