Executive coaching
An individual process for managers who are stepping into a new role, facing difficult decisions or want to change a specific way of managing. We agree the goals with the participant and the organisation, and measure progress through behaviours visible at work.
Who it is for and what problem it solves
A new role
Promotion to a higher level, taking over a new team or department.
A specific behaviour to change
For example delegating, setting boundaries, communicating with the board, reacting under pressure.
A difficult situation in the team
Conflict, loss of trust, key people leaving.
Implementation after training
Translating what was learned in the Academy into everyday practice.
What participants will practise
During the sessions
- working on the manager’s current situations
- analysing decisions and alternatives
- preparing difficult conversations and presentations
Between sessions
- tasks to try out at work
- observing one’s own reactions
- feedback from the team or line manager
Tools
- optionally a 360° assessment or Extended DISC at the start
- a development plan with measurable goals
How the process works
Three-way meeting
The participant, their manager or HR, and the coach agree the goals and how progress will be assessed.
Needs analysis
Optionally 360°, a Development Centre or a behavioural style analysis.
Coaching sessions
The number and frequency of sessions are set in the contract; sessions take place in person or online.
Mid-point review
Checking progress and adjusting the goals if needed.
Summary
A closing meeting assessing how far the goals were achieved.
What HR receives
Coaching contract
Clear goals, number of sessions and confidentiality rules.
Progress information
General information on goal achievement – without disclosing the content of the sessions.
Recommendations
Conclusions on the manager’s further development.
How we assess the outcome
Goal achievement
Assessment by the participant and their manager on a scale agreed at the start.
Behaviour change
A repeat 180°/360° assessment or feedback from the team.
Business impact
Where possible: a team indicator linked to the coaching goal.
Coaching is delivered by certified coaches, including ICF-accredited coaches (ACC, PCC), with management experience in industry, sales and HR.
Who leads it
A sample line-up of trainers – the final team is matched to your company and group.
Anna Wodyńska
Over 1,500 hours of coaching with senior management, mainly in production and operations.
Adam Kołodziej
Coach and mentor to production and operations managers; combines shop-floor experience with consulting work.
Renata Wasylów
ICF PCC coach; works with leaders in Polish, English and Russian.
Paweł Strycharczyk
ICF ACC coach; combines business psychology with managerial pragmatism.
What does the first consultation look like?
A free, no-obligation conversation – by phone or online. All you need to know is what the problem is; we will work out the rest together.
You talk to one of our client managers, and a trainer joins if needed.
who the development is for (roles, number of people, locations), what problem you want to solve, what has already been done, timing and budget.
We investigate the problem thoroughly before proposing anything. We also use diagnostic tools such as the NESSE Competency Map®.
a programme proposal with a schedule, a trainer recommendation, a way of measuring results and a quote.
Call or write to us directly:
Let’s match a coach to your manager
Describe the situation and the result you expect – we will propose a coach and a process plan.