Coaching
More and more organizations have embraced the benefits executive coaching can bring. When properly integrated to management and leadership development, coaching can have a significant impact on efficiency, renewal and well-being of the organization. It will also improve leadership and management competencies as well as significantly impact bottom-line and operational results. Nowadays, coaching has become an integral part of leadership development. Coaching is also valued for attracting and retaining the leadership talent that drives and manages the organization in turbulent, complex, multicultural and global environment. |
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Below some examples of our coaching services:
Executive Coaching is aimed at Managing Directors and heads of department. Alongside taking on new areas of responsibilities, the themes we most often encounter in coaching are carrying through processes of change and the analysis and the development of leadership systems and organisational structures. Our coaching programmes usually consist of seven two-hour sessions, the first of which focuses on analysis, target-setting and programme planning. The following five sessions are spent going through the topics, analysing theories, experiences and best practices as well as reflecting on them. As a result, the thoughts of the Coachee have been clarified, alternative solutions have been found and Coachee has grown in confidence. The seventh and last session is most commonly used for summarising, for process appraisal and, if necessary, for making arrangements for follow-up.
Ask for more information: Sudhanshu Palsule or Laura Vargas or Mauri Metsäranta
360 Leadership Coaching suits everyone, supervisors and leaders of virtual teams alike. This kind of coaching is particularly useful for identifying and enhancing the potential of top-achievers. The process kicks off with the 360 Test (responses are given by the Coachee, the supervisor, selected colleagues and team members) or with the Leadership Self-Assessment Tool, defining personal development targets and interview of the Coachee’s line manager. During the first two coaching sessions, the Coachee’s personal development programme is formed, ready to be discussed by the Coachee and manager. The third session is held after four to six months and it focuses on how the plan is coming along in reality, on successes had and challenges faced, in addition to which the situation of self-leadership is analysed. Additional sessions to do with putting the development plan into action can be held between the second and third sessions.
Ask for more information: Laura Vargas or Mauno Tirkkonen
We function in a multicultural environment and our behaviour is shaped by our national and organisational cultural foundations and that of our generation. Cross-Cultural Leadership Coaching is especially suited to people working in leadership and other interactive roles in multicultural teams and networks as well as for those facing significant cultural challenges, such as moving abroad or being in charge of integrating organisations after acquisitions. The coaching aims to raise the Coachee’s awareness of her culturally-based (rational, pragmatic, humanistic and holistic) behaviour, to enhance cultural sensitivity and cultural intelligence. The training starts with taking Pertec’s Multicultural assessment tool. This test can also be used to improve interaction among teams and networks. This type of coaching usually comprises five two-hour sessions.
Ask for more information: Matt Cobb or David Goddard
