Executive development is a business necessity for any organization that wants to be prepared to obtain positive results, adapt to the environment successfully and generate a high level of satisfaction among its customers and employees.
Executive Coaching is a very powerful resource to achieve this. It is a process of individualized, voluntary and confidential accompaniment aimed at valuable professionals and managers within the organization. The purpose is to develop skills and modify behaviors to optimize performance and personal satisfaction, boosting their performance, enhancing their talents and working on their areas of improvement.
Group Coaching is a collective coaching model in which we accompany a group in a process of individual development and learning, working on specific issues that interest all participants and on which they want to grow and improve.
A Group Coaching process can include members of different teams, departments or organizations. The participation of all members of a group contributes providing a multiple approach, based on the richness of different points of view, which is essential when reflecting and learning about the topic being worked on in the process. It is very effective to awaken creativity, find new solutions, and even work on several topics simultaneously, with the contribution of all the members of the group.
In Group Coaching the coach intervenes individually with each member of the group, while alternating the participation and intervention of all participants, taking advantage of their experiential capital.
It is the Coaching performed by the coach when he accompanies his client (coachee) in person or virtually in a specific situation, with the purpose of facilitating the development of his professional performance.
The coach accompanies and observes live – as a shadow, without intervening – the coachee’s performance and, once the coachee’s interaction is over, gives him/her feedback so that he/she can become positively aware of his/her areas of improvement and immediately establishes a very specific action plan, which he/she will put into practice in the next interaction.
This is extremely effective training, because it is efficient and immediate, in which the client benefits from:
The objective “mirroring”, equivalent to a video of your interaction
The power of the immediacy of the feedback you receive
The establishment of a very specific action plan
The possibility to put it into practice immediately in the next interaction
At Glocal Coaching we use it frequently in commercial environments, where the coach accompanies a salesperson during their working day to observe how they perform their work. The coach gives immediate feedback on what is observed at the end of each visit and they agree on the behavioral changes to be implemented in the next one. It is also in great demand by sales managers who want to develop this same skill – Shadow Coaching – with their sales reps.
It can also be used in other professional environments with managers, bosses or collaborators who need a rigorous, effective and specialized observation of their performance. For example, public speaking, managing meetings, negotiating, etc.
Coachplacement: the effective model
THE COACHPLACEMENT METHODOLOGICAL MODEL COMBINES CONSULTING, DEVELOPMENT AND COACHING TO GENERATE EFFECTIVE RESULTS WITH GLOBAL COVERAGE.
For several decades, outplacement has been considered the responsible solution used by organizations that decide to dismiss one or more employees.
The main purposes for which an organization launches an outplacement program are:
For the employee: to facilitate outplacement
For HR: to minimize employee attrition and conflict
For the organization: to increase its productivity and corporate reputation
The traditional outplacement programs offered by the market have limited effectiveness because they focus mainly on the preparation and marketing phases, i.e., on what has been the individual’s career and offer him/her some tools to help him/her relocate.
These programs tend to tiptoe around one of the phases that brings the most value to an individual’s career transition process, the Self-Analysis phase: an extraordinary opportunity to analyze one’s own profile, reflect on one’s career path up to the present moment and, from there, accurately design the future of the career one wants to enjoy. This phase focuses on what the individual can and wants to be.
The COACHPLACEMENT team is made up of expert Executive Coaching practitioners, learning facilitators and Career Transition consultants, and our main function is to support managers and middle managers to Clarify, Design and Execute their professional future.