Feedback collection
We begin with an initial meeting with HR and/or the coachee’s manager to:
- Analyze the role and context
- Identify development needs, leadership style, potential, and motivation
- Define development priorities and discuss the coaching plan
Framing Coaching Goals and Structuring the Project
Together with the coach and manager, we align on development objectives, validate key milestones, and define what success looks like for the coaching journey.
We also identify potential obstacles and explore strategies to overcome them.
Measuring results
To evaluate impact, we define success criteria from the very beginning.
This is done in collaboration with all stakeholders (coachee, manager, and HR contact).
Throughout the program, the coachee, their manager, and the coach complete evaluations to track progress and effectiveness.
Our tools and certifications
We are certified in a variety of assessment tools, including SHL, Assess First, HOGAN, and PerformanSe.
Depending on the context, the coachee’s profile, and the goals of the program, we select the most relevant tool to support targeted development.
Our assessment tools are designed to support professional growth by offering clear insights into behavioral preferences and soft skills.
They provide strategic self-awareness and a better understanding of individual strengths and areas for improvement.
