DRH - Talent Search

COACHING

Development and Implementation of Executive and Personal Coaching Programs.

• Do I have sufficiently developed competencies to achieve the goals I want?

• What actions should I undertake to be, effectively, the best I possibly can be?

Coaching is a current and objective process to assist in identifying and developing competencies which allow people to achieve their goals. It can be applied individually or in teams, with a pre-established work timetable and duration.

Using the efficient methodology of Integrated Coaching, developed by the ICI – Integrated Coaching Institute (a member of the ICF – International Coaching Federation), by which we are certified, the Coachee – the person who undergoes the Coaching process – has the opportunity of seeking personal and professional development in a personalized, supportive and confidential environment.

We offer Coaching programs for executives, top and middle-level managers, technical personnel and key employees, as well as for private individuals who are seeking personal or professional development. Goals are established, obstacles are identified and removed and actions are defined so that the Coachees, using their own resources, achieve specific objectives.

The coaching process helps people to re-evaluate and balance the various areas in their lives. The Coachees are stimulated to overcome the blocks which prevent them from achieving their life goals and to use their qualities and internal forces to maintain their focus on actions which lead to their objectives.

The Coach gives the Coachees support to develop more effective habits to reach their goals, by increasing their excellence and greater/better performance in their personal and professional competencies.

The process is based on the idea that the Coachees seek nothing less than the best in themselves, and that the Coach works together with the Coachees to create the best life that they can have, in accordance with their ideals and personal vision.

The Coachees have the opportunity of rediscovering their potentialities, their strengths and of becoming the agent responsible for creating the life they desire, aiming at effective results. It is an opportunity to discuss confidentially with a qualified Coach, situations which would be inappropriate to discuss with an unqualified person.

Our Coaches listen, interview in depth, question appropriately, give support and feedback and challenge people to improve their performance. The Coaching meetings include outlining information, clarifying goals and objectives, evaluations, feedback, monitoring and guided and disciplined learning. Coaching meetings can be used, for example, to:

Give support to professional career development.
Expand the individual’s set of competencies.
Solve specific problems.
Develop delegation skills.
Increase the performance and productivity of executives and their staff.
Increase self-motivation and initiative.
Carrer development.
Improve verbal and written communication.
Develop self-confidence.
Solve conflict situations between members of staff or within teams.

• What types of coaching are there and which is the most applicable?

• What are the differences between: Consulting, Mentoring, Counseling e Coaching?

They are all important, but different instruments to support people, professionals and institutions. Each one of them has its own dynamics and it is suitable for application to specific needs:

SUPPORT MODELS	WHAT IS IT?	WHO PROVIDES IT?	WHO USES IT?	WHAT’S IT FOR?	HOW LONG DOES IT LAST? HOW’S IT APPLIED?
COACHING	Process to evaluate and guide the continual development of an individual person or team’s competencies, which will be used to achieve goals and objectives.	Specialized professional person from outside or inside the company.	Individual person or team which needs to develop skills and competencies to achieve goals and objectives.	To promote changes in behavior to reach a new objective, to provide assistance in developing own competencies to achieve goals/objectives.	In weekly meetings over an average 10 week period for each competency to be developed. It may be applied individually or in a group.
Skills & Competencies Coaching	Focuses on a current project of the coachee or team. It can be a method, strategy or behavior related to a project’s success.	Specialized professional person from outside or inside the company.	PIndividual person or team which needs to develop competency in the area where it feels it is underperforming and/or to achieve a specific goal.	To promote changes in behavior to develop competencies to reach an objective.	Short duration tied to reaching the pre- established aim.
Performance Coaching	Focuses on the coachee or team’s effectiveness in the job or current role.	Specialized professional person from outside or inside the company.	Individual person or team which wants to improve in a professional or personal context.	To improve professional or personal performance.	Duration can be for some months.
Development Coaching	Focuses on challenges in a future position or career.	Specialized professional person from outside or inside the company.	An individual person who wants to improve chances of promotion or career opportunities.	Develop and/or acquire the competencies needed to reach career objectives.	Duration is linked to achieving the pre- established aim. Can be for various months to one year.
Business Coaching (Sounding Board)	Focuses on competencies which generate better business results and on directional and strategic macro situations. It is not focused on specific skills, rather directed at managing.	Necessarily a professional from outside with more experience in business management.	Leading company manager or even from a non-profit institution.	Opportunity for the leader to discuss situations and competencies which would not be possible to discuss with someone from his/her environment.	Duration can be several years, with a more flexible format and more sporadic meetings.
Career or Life Coaching	Motivate the coachee to be the best he/she is able to be as a human being, surpassing self-imposed limits, focusing on balance, well-being, and quality of life.	Preferably a professional from outside the company, with more experience of life.	A person who is in a transition phase in life and/or career. A person who feels that he/she can/ought to have a better life but doesn’t know what to do.	Motivate the coachee to go beyond his/her limits and be the best he/she is able to be as a human being to realize full potential in life.	Duration is linked to achieving the previously established aim.
SUPPORT MODELS	WHAT IS IT?	WHO PROVIDES IT?	WHO USES IT?	WHAT’S IT FOR?	HOW LONG DOES IT LAST? HOW’S IT APPLIED?
CONSULTING	Specialized support to diagnose and solve corporate problems.	Specialized consultant generally from outside the company.	Company and/or department in the company.	To diagnose problems and provide solutions.	Specific. As a project there is a predetermined duration defined by an agreed timetable.
MENTORING	Guidance of a broad nature which sharpens vision, pointing out ways forward and creating guidelines for the person assisted.	Normally a more experienced person who may be from inside or outside the company and knows the environment in which the person assisted operates.	A professional in the initial, transformational or developmental stage of his career.	The mentor, by passing on his experience and knowledge, facilitates, helps and directs the professional growth of the assisted person.	In previously programmed meetings or when the mentor and/or assisted person feel the need, during the professional development stage.
COUNSELING	Counseling to assist in solving a specific event, either career related or emotional, which the assisted person is unable to define or for which he/she needs support.	A specialized professional, normally from outside the company. Usually practitioners are psychologists or social workers.	Generally people at the top of the company who need to take important decisions regarding life or work.	Define the situation and suggest routes to take, in counseling on career or on emotional problems faced by executives.	In a specified form with duration while the decision is being defined or taken.

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