Coaching

Decision-makers, key executives and managers are champion-like for coaching


Man of plains, why do you climb the mountain? So I can see the plains
Chinese proverb

In a context of change, what manager would be content with vague approximations? (“I did the best I could“).

Managers must stand back to be able to better discern, make the right decisions, stimulate their creativity, lead while generating confidence, reinforce their charisma, and adjust their behaviours.

Manager loneliness

Whether at decision-making time or at the height of action, a manager is increasingly lonesome. Being in a way gazing on his blind spot, it is hard for him to act on.

“what he doesn’t know yet he doesn’t know”.

That is where the coach becomes involved. As a professional, impartial trainer, the coach will (temporarily) be your effective catalyst, guide and support, thus helping you to put your potential to better use and teach you how to learn by yourself.

 

Benefits of coaching

Coaching helps you reveal your potential, release your ability to assert yourself, stimulate your way of managing change, and improve your guiding and communication skills.

Individual focused coaching:.

  • Development coaching
    Self-development: interpersonal skills, leadership, influence, assertiveness, resistance to stress etc…
  • Strategic coaching
    Helps you pass a further milestone, prepare for a future job, measure your new job, define your role and priorities, base your speech, define your project strategy etc…

Situation focused coaching
Helps you cope with calls for tenders, tricky situations that must be controlled, team mobilisation….

 

Coaching, The Art of How

While a psychologist listens to the Whys, a coach inquired into the Hows.

As a coach, Avant-Scène positions itself in the Here and Now through an approach and listening focused both on a manager’s realistic aims (guidelines) and the targeted optimum action.

 

Coaching methods

“Maieutics”: constant empathy, active listening (good questions), friendly, non-complacent feedback from the coach, who is a genuine feedback giver.

The coach “confronts” your beliefs (mental representations), tactical choices, attitudes, and behaviours. Then the coach puts you in situation for the purpose of testing and validating new options.

Behavioural training (speaking in public, moderating meetings, interviews etc): video training, which helps identify and clarify behavioural “nodes”, and back you up through the progress you can see yourself make on screen.

 

Length of coaching sessions

Coaching is a long-term process by nature. It involves agreement, and then tripartite feedback from your organisation, yourself and the coach.

The number of sessions most often varies from 3 to 7 sessions, a few weeks apart, to test and anchor the lessons into practice. Each session lasts 2-3 hours, depending on the needs of operational coaching.

 

Deontologie

Without any dogmatism and fully open to changes in individual / corporate performance, Avant-Scène guarantees total confidentiality and strict ethics in the assistance relationship, in accordance with the rules of ethics of the coaching profession (AEC, ICF, SFCoach).