Who hires a coach? Winners.

What is coaching?

Coaching is a life-changing experience that helps people tap into their creativity, values and inner resources and empowers them to maximize their personal and professional potential.

It is client-driven and it focuses on setting goals, creating clear outcomes and managing personal transformation.

WHO IS COACHING FOR?

Coaching is for people who want things to be different.

They may want more from life: more peace of mind, more security, more confidence, more impact in their work, more health, more financial stability, more freedom, more joy, more balance, more fulfillment, more quality, more happiness.

Or they may want less: less stress, less confusion, less fear, less financial pressure, less frustration, less worry, less resistance, less self-criticism, less disappointment, less conflict, less dissatisfaction, less struggle.

IS COACHING FOR YOU?

If you want to take advantage of an opportunity or challenge, if you feel “stuck” on the path to achieving your goals, or simply believe there’s something more to discover in your personal or professional life, partnering with a professional coach could benefit you.

You co-design your best coaching experience

Things you should know before working with a coach

01

Coaching is a process

Coaching is a deep transformational process. It takes time to build awareness, to challenge the status quo, to stretch beyond the old comfort zones, to grow and develop new mindsets and habits. It is for people who are committed to their own growth and transformation and who understand that coaching is an investment into their better future.

02

Coaching is NOT

Therapy

The biggest difference between coaching and therapy is that in coaching, a client is an emotionally and psychologically healthy person. In therapy, the client is emotionally unwell and needs healing.

Therapy looks back and focuses on examining the past to understand how the client got to where they are now.

Coaching looks forward and concentrates on where the clients are right now, where they would like to be in the future and how they can get there.

Consulting

Simply put, coaching elicits answers from the client and consulting tells the client what to do.

If a client wanted help with learning how to ride a bicycle, a consultant would write them a “how to” manual.

A coach would have the client get on the bicycle and walk alongside him/her, guiding the client through the process until (s)he felt confident enough to ride on their own. A coach’s focus is to help the clients understand themselves, and to guide them into making the best decisions and taking the right steps to achieve their goals. A coach will offer the tools and resources, honest feedback, encouragement and accountability, but will not offer solutions.

Mentoring

A mentor is generally an older, more experienced person who supports a younger person in their growth, especially career development. Mentor/mentee relationship is open-ended and can last for many years. A mentor will provide access to resources and networks, or can offer practical tips on how to solve a particular problem based on their own wisdom and experience. The mentoring relationship is informal and the mentor usually does not receive payment for mentoring.

03

There are different types of coaching

Executive Coaching

This type of coaching supports the executives and leaders in developing and refining their skills in a trusting “container” relationship. It might be used to change or replace behaviors which are reported as problematic by the team members. It might be used to remove roadblocks and limiting beliefs which hold the client back in their decisions or their own development as leaders. The reasons for working with a coach could include:

Developing the leadership skills of high-potential individuals
Supporting the newly promoted managers
Developing management and leadership skills among the technical people
Correcting behavioral problems at the management level
Reigniting the passion and motivation of the “old warriors”
Preventing burnout in high-achievers
Stretching, challenging, and expanding the horizons of the executives
Offering “reality checks” to confront self-image with the outside image
Developing executive presence

Development Coaching

A coach assists a client in self-discovery, helps raise awareness of strengths and weaknesses and helps a client find their own ways and resources to address issues. Here the client is the driving force. This type of coaching is best for people who want to have a better career and life quality and better relationships. It can be for people who have issues which they can’t solve themselves, who want to grow within their roles but don’t know how, or they are stuck and can’t see a way out.

Examples of coaching topics:

Work- life balance and burnout prevention
Fulfilled life & purposeful career
Relationship management in career and life
Mental well-being at work
Conflict prevention and management

Performance & Development Coaching

Here, a coach is an expert in a certain area and has the roles of a trainer and a coach. (S)he offers new techniques and ways to do things better and helps the coachee to practice them to the best level of skill possible. The coaching part focuses on removing limiting beliefs blocking the successful performance, and helps center the efforts and motivation around the client’s core values to create a lasting, meaningful change. This coaching is for people who want to grow and need solutions for practical problems, and for people who want to skill up fast and deep.

Examples of coaching topics:

Leadership development (leadership styles, leadership across cultures, leader’s well-being, leader’s blind spots)
Professional brand development and core values
Communication skills (e.g. cross-cultural communication, assertive communication, public speaking etc.)
Giving and receiving feedback
Cultural competence and adaptation for expats and multi-national project leaders

Performance Improvement Coaching

Here, there is an established need to correct or resolve problem behaviors or poor performance issues. In this context, Performance Coaching addresses the behavioral patterns and mindsets which generate problems in the client’s performance and negatively affect their interactions with other people.

Possible areas of coaching:

Anger management
Poor feedback culture
Development of emotional Intelligence
Poor self-management

04

Co-Active coaching method

I am certified in the Co-Active method, the golden standard of coaching recognized globally.

“Co-Active helps you stretch your sightline, get out of your comfort zone, and grow along the way. It’s a way to better understand your own journey—to help you design your own life’s quest by rediscovering your courage to be the one you want to be, in order to create what you want to create.”