Coaching is another way to support companies and people involved in overcoming change processes, evolving to new roles and strengthening their skills.
Types of coaching vary, depending on the need and they can be individual or in group.
Coaching is a tool for “training” improvement. The goal is to train people to autonomy and awareness of their own possibilities. Individual coaching is a path of change that accompanies people in their growth phase: possibilities for improvement are identified and defined through constant “accompaniment” by the coach. Coaching is an innovative model in business development and training in that it “does not transmit” but “pushes” the resource to maximise his or her personal and professional potential.
Team coaching is the means that facilitates and accelerates the transition from group to team in order to make them perform better by motivating and supporting members, both personally and collectively. The ultimate goal of team coaching is to build relationships, overcome conflicts, and improve negotiation and tension management skills.
The activity is usually carried out with a group of 4-7 people over 6-7 meetings.
In “critical” situations it is suggested to alternate group meetings with individual meetings in order to prepare each individual participant for the right attitude.
The team prepares to interview an expert proposed by Strategia&Controllo on an issue critical to the company. The activity takes place over 2 consecutive days and assumes 4 phases:
- first phase: brief introductory lecture on the scenario to be contemplated
- second phase: preparation of questions to ask the guest
- third phase: structured interview in presence or at distance
- fourth phase: collection of learning points and consequent action plan.
Mentoring on MBO
Strategia&Controllo supports companies that have implemented or plan to implement the so-called MBO – Management By Objectives, a system that evaluates people’s performance based (mainly) on the results they bring. The coach in this case supports companies in the delicate and crucial phase of goal setting. Goal setting is crucial to the success of the MBO model.
LIn this case, the coach observes without intervening in the dynamics of the individual or group, and then discusses during the sessions any problems or critical issues that prevent the achievement of goals. The coach has direct and unfiltered knowledge of the communication processes, and provides feedback to those involved on the improvement actions needed to achieve the desired result by defining simple behaviours with high impact.