Individual support or coaching can be the reason for contact or a logical consequence of other developmental interventions. We offer coaching, designed to increase your personal repertoire and polish your leader or professional skills. Developing conversations start from a professional challenge or dilemma but will often include other aspects of life. We also offer support in particular situations or concerning specific problems. Maybe you are getting ready to take on a bigger responsibility, or hesitating whether you are in the right place or wondering if you have ended up in a professional dead-end. You may also feel confused and torn between different demands in your professional role as well as other life roles.
Together we choose the best setup to meet your needs – a shorter or longer series of sessions, a more narrow or broader focus, more or less structure. When you and your closest superior have discussed the desired outcomes of the coaching together, our experience has shown that it is a good idea to start with a three-parties meeting where we together discuss the goals and how to follow up on them. Apart from these meetings it is important that you feel free talk about whatever feels most urgent and that your work in the coaching is protected. If your employer feels no need to take part of the coaching we will only work with what you bring.
The purpose of assessments is to increase the possibilities for individuals and organizations to succeed – to have the right people in the right places. It is also an exclusive opportunity for learning – discussing your professional self with a development-oriented psychologist increase reflection and self-awareness and can be the starting signal for a personal journey of change. We strive to do specific and in-depth descriptions rather than reducing the individual to a point in a diagram or comparing him or her with others. We want the assessment to be informative and developing for both participants and organizations.
To make the assessment process as optimal for learning as possible we recommend that it entails several steps. In addition to the testing and separate feedbacks to participant and organization we have found it favourable to do three-party follow-ups where participant, manager and consultant discuss the results of the assessment. When development is the specific goal of the assessment we recommend a series of coaching meetings where the participant and consultant are able to deepen relevant themes.