Coaching

Over the recent years, coaching has played an enormous role in the building and sustaining of great organizations and extraordinary workplaces.

As a personal development method, coaching perfectly fits today’s labour market demands, regardless of the economy sectors.

Fast technological, economic and social changes call for employees’ flexibility to quickly adapt to changing conditions while maintaining a high level of performance at work. Therefore, restoring self-confidence and self-trust among staff members is critical to meet organisational demands.

Coaching is perceived as a method of unblocking and maximising people’s potential. Through the process of coaching, the employees unlock latent sources, increase their productivity and effectiveness levels. At the same time, they deepen their learning and enhance the quality of life.

How does it work?

Coaching is conducted during a series of individual or group sessions which last approx. 60 minutes each. It is a thought- provoking process of inquiry and personal discovery that supports individuals to confidently pursue new ideas and alternative solutions.

Simply put, coaching takes the client from the point they are in to the place where they wish to me. On that journey, the coach accompanies the clients and encourages them to learn for themselves. As well as acquiring new job competencies, they gradually develop new and more effective learning skills, willing to draw conclusions from any experience encountered.

In addition, by providing structure, support and feedback, coaching helps clients both define and achieve professional and personal goals faster and with more ease than it would be possible otherwise.

Finally, coaching offers a good return on investment for companies. Staff members who underwent coaching are more productive, aware of their individual’s input to the whole company, and happier.  In turn, happy employees stay in companies for longer and the retention rate stays high.

The coaching process can be divided into the following stages:

1) Initial needs’ analysis – at first it is established whether coaching is the right learning method for the client (or else if the client needs training, mentoring or supervision).

2) The Coaching Agreement is signed, detailing the components of the coaching process, including the rules of cooperation, place and duration of the sessions, expectations of the both parties as well as defining the client’s and coach’s roles within the relationship.

3) A Foundation Session – including  pre-set questions helping to discover the client’s real needs.

4) Drafting a plan of action – including setting milestones and expected results of the coaching process.

5) Plan’s implementation – working with client’s resources, core convictions and values.

6) Summary at the end of the coaching process

The biggest advantages for the clients are:

  • Learning through experience
  • Awareness of resources at hand, which encourages the clients to turn to new thinking paths,  undertake new challenges and implement the  changes desired
  • Speed, intensity, noticeability and durability of results.

Executive coaching

Executive development is a critical aspect of all organizations.

A business coach focuses on helping an individual “learn what it takes” for them to improve existing capabilities, set meaningful goals, and to be accountable for their results. A coach helps executives understand and eliminate barriers to more effective performance.

 

Executives whoalready have experienced coaching can be characterised by:

  • Greater resilience in the face of growing complexity and uncertainty
  • Ability to undertake new challenges, set and achieve goals
  • Ability to lead and motivate others
  • Continuous personal development
  • Creativity in problem solving
  • High emotional intelligence
  • Ability to embrace diversity in a workplace
  • Work-life balance

 

Sample development areas for executives:

  • Time management
  • Personal development
  • Building a culture of a learning organisation
  • Emotional intelligence
  • Effective interpersonal communication
  • Leadership skills
  • Creative problem solving
  • Leading organisation through change
  • Project management
  • Working with diversity in a team
  • Building a company’s development strategy

Our Offer

Our offer is dedicated to organisations wishing to build their competitive advantage by investing in their biggest potential – staff’s development.

More and more companies are becoming aware of  the need to introduce a culture of a learning organisation among their employees. Enterprises valuing a continuous development notice a direct relationship between amending, updating and gaining new knowledge, and simultaneously solidifying their market position.

Employees with a wide selection of business skills achieve their individual goals and team targets quicker and more efficiently. That contributes to a sense of high personal effectiveness and satisfaction from work. Companies, in turn, enjoy a low staff turnover.

 

We believe that a change for the better in a part of an organisation works for the whole company’s success and  the success of the whole company resonates in its every part.

The project is co-financed by European Union as part of European Social Fund's Project: "Radom's Business III"

Kontakt

SKILLS FACTORY
ul. Idalińska 52 C
26 – 600 Radom

Email: info@skillsfactory.pl
Tel: 722 039 721

 
 
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© 2013 Skills Factory
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