Coaching is an interactive process whose aim is to stimulate and achieve developments and learning processes with measurable results on the behaviour level.
FAQ by organisations and companies - our approach - added value
Questions of company and organisation
- How can I support my new sales manager in taking up his management tasks?
- Our managing director is a very expert person, but wants to work on his communication style specifically within a political force field.
- What kind of account manager am I and do I want to be?
- Referring to 360° feedback I know that my feel for planning and organisation could be better. Are you able to give me targeted support in this area?
Our approach
We help companies and organisations in the successful implementation of the following coaching programmes:
1. For individuals :
- Post Assessment Development modules (PAD)
aim: to extend or adapt competencies so as to practise the present or future function well
method: specific and targeted approach to personal development points
advantage: people don't learn tricks. They develop an alertness for difficult situations and learn how to cope with them efficiently.
aim: to stimulate and achieve developments and learning processes in an interactive manner with measurable results at the behaviour level
method: the employee is guided on the basis of trust and respect, insight into and knowledge of a variety of theoretical concepts and with making use of a gamut of specific methods, competencies and intervention techniques.
advantage: always related to the work context and synchronised with the individual situation of the employee. The starting point is the personal development plan of the participant.
aim: to guide senior managers/executives on the higher and most senior levels in their need for sound reflection on their ambitions, management style, identity and acquired experience.
method: guidance by a senior consultant.
advantage: practical answers to questions such as what sort of manager am I and do I want to be? How can I improve my flexibility of style? Am I satisfied with the balance between my work and private life? What steps do I (still) want to take and what consequences will these entail?
aim: to support future managers/executives in reflections over, and how they set about, their development process.
advantage: concrete answers to questions such as: where do I stand in my career? What have I in mind as my next steps? How realistic are they and what appeals to me in them? What developments have I experienced and what line should I continue/not continue to pursue?
aim: to recognise the different causes and signals of stress and burnout and learn how to cope best with stress factors, so that change and flexibility are no longer perceived to be stress factors.
method: the GITP consultants offer support and individual guidance by means of appropriate techniques and a system of preventive actions to effectively lower the stress level.
advantage: change and flexibility are no longer perceived to be stress factors.
2. For the organisation:
aim: to transfer knowledge and insights about coaching to employees and internal coaches
method: an employee works together with a GITP consultant in several coaching sessions on points he needs to develop. At the same time those involved and their internal coaches gain insight into the coaching approach.
advantage: continuity of coaching is promoted in the organisation itself.
Added value for company and organisation
Individualised
Each intervention is personalised and is focussed on the practical situation of the participant and organisation as regards content, logistically and from a budget point of view.
Targeted
The accent is put on the postulated result. Incisive and regular evaluations of the path being followed at all levels are important. The connection with the real-life work situation is always at the heart of our approach.
