INDIVIDUAL COACHING
Coaching is aimed at individuals who are in developmental phases, and it meets the requirement for progress to develop future potential.
Each service involves a three-way agreement specifying the context, the problem area and the expected results.
In each situation we are presented with, the objective of the Coach-Consultants is to ensure the target is participating fully in their choices, thus empowering them and developing their independence.
Our position outside the system enables us to intervene as neutrals in the following situations:
- Job integration,
- Stress management,
- Communication,
- Self-confidence
Individual coaching is aimed at Directors and Managers who are in the middle of a change process, for Top executives or Experts called on to take up management or project duties, and for Local Managers.
PROVIDING SUPPORT TO DIRECTORS AND STEERING COMMITTEES
To assist companies, teams and steering committees develop: it is always a matter of working together, of reinforcing interpersonal links, of generating shared responsibility and of placing the objective at the heart of each person’s analysis.
ASSESSMENT
A decision-making tool for Human Resources Directors and Managers in the context of managing their co-workers’ careers. The Assessment consists of a pragmatic observational approach.
What is an Assessment?
- An operational tool for recruitment and requests for internal career development
- An assessment based on a precise methodology that is centred on the person’s behaviour
Concretely, the person being assessed is asked to manage a situation that is as close as possible to a real-life work situation, in a limited period of time. They are able to show their reactions, behaviour and attitudes, and to explain, comment on and justify them.
What is the objective of an Assessment?
The simulations, questionnaires and interviews are built and oriented to encourage the implementation by the participant of his or her key behaviour.
There is a significant idea of “bearing”, or the control of key behaviour.
How is an Assessment conducted?
- A session can last from a half day to two days.
- There is an observer and a role-player dedicated to each Assessment. The observer is trained in the Assessment technique and supervised by the training organisation.
- It is essential to define the job content, its challenges and the required skill base beforehand.
- Participants are informed of how the Assessment works beforehand in order to put them at their ease and ensure they act naturally.
- The results of the tests, role-plays, questionnaires, interviews and ‘in-basket’ exercises are partially analysed with the participant, who can comment on his or her actions, decisions and answers.
- The participant is given the results orally and in a constructive manner; the main axes of progress are given, the positive points are highlighted.
- The company is given the results both orally and in writing. There is an in-depth analysis of the results for each exercise, and it constitutes genuine assistance in making a decision.
In all cases, both parties draw benefit. The result can be used for internal dialogue, in order to plan and prepare employee development, for the identification of any training or coaching that could be useful in the participant’s career development.
CAREER REVIEW
The objective of the Career Review is to encourage perspective on the part of the employee with respect to their main accomplishments, and to help them develop a professional development plan that is in line with their aspirations.
Our work includes testing, the analysis of professional and personal accomplishments with identification of skills, and the highlighting of danger areas, as well as the construction of an adapted communication plan.
