Coaching means confronting the brutal facts and emotions, focusing on what you really want to achieve and how to get there.
Business Coaching is about work-related coaching: about yourself, the people you work with, and the issues you’re facing. The objective is to help you reach ambitious goals through self-reflection and deeper insights. That helps to see things in perspective, from a different viewpoint, and to consider a change of direction.
You’ll learn what’s blocking your progress and how to overcome it. We’ll discover ‘blind spots’ and how to deal with them.
A coach is like an active sounding-board: listening carefully and asking in-depth questions to take reflection to a deeper level.
Globalisation has led to a situation where leaders need to operate with staff and partners in many countries and cultures. That can be frustrating at times. Intercultural coaching develops competencies that are crucial when working with people from other cultures. I’m certified to perform the Intercultural Readiness Check.
Moving from one job to the next means going through a period of personal transition. It’s often a hectic period in which leaders don’t take time to reflect and prepare for the new position. How are you going to position yourself from day 1? Are you going to shake up the organisation? Or keep things as they are initially?
How do you tackle complex dilemmas? What are your subconscious assumptions and feelings? Irrational reasoning? Can you objectively review the options? What is crucial for stakeholders?
Coaching for strategic development
Executing a change in strategy can be a challenge in many ways. Coaching in this area is about how you may need to change your own attitude and behaviour. What will it mean for you as a leader? And for your team? Is your personal development in line with the organisational development?
Deep democracy is about the decision-making process. It is “democratic” because it emphasizes that every voice matters and that decisions are wisest when majority and minority voices are both valued. It is “deep” because it facilitates the exchange of emotions, values and beliefs.
Leading virtual teams
What is the best way to manage virtual teams with members geographically spread and in different time zones? How can feedback be given to individuals? How can commitment be built? How much face-to-face contact is required?