With our tenth anniversary fast approaching, it has become clear that networks of freelance coaches and consultants have reached maturity. Permanent exchange of know-how and experience enables us today to offer professional coaching, team coaching as well as other development-geared activities to organizations great and small, in Belgium and abroad.
We see talent management as a complementary policy tool to be used in addition to competency management. Talent management, based on the individual, seeks to identify actual talents. Having ascertained the individual’s talents, we can then explore how this employee could make the best possible contribution to achieving the organization’s mission & vision. We believe there is no well-established list of talents, contrary to the field of competencies, where detailed lists exist. We therefore need to approach people individually.
Leadership programs are customized to train junior and/or senior managers and executives to fill their steering and coaching roles fully and authentically. The themes discussed include leadership, coaching, strategic thinking, boosting impact, executive networking, etc. These programs lasting several days are experienced as very intense, inspiring, profound, enriching, as well as very pleasant to attend and to give.
The use of assessment centers is especially recommended for purposes of recruitment, career development, promotion or succession planning. Although similar to an assessment, the process clearly emphasizes the search for competencies, talents, qualities and potential for specific jobs, with a view to further growth. This process moreover leads to the identification of development needs. As early as the development center sessions, participants get regular feedback on their performance.
Our coaches have acquired extensive experience in various fields, both nationally and internationally and they have moreover received extensive training. They are thus highly professional operators.Based on the assignment as formulated, coaching sessions use features from various proven methodologies. Our coaches are very much familiar with these models and they have developed know-how in at least one field. Our executive coaches have acquired know-how in at least two fields.
Although similar to an assessment, the process clearly emphasizes the search for competencies, talents, qualities and potential for specific jobs, with a view to further growth. This process moreover leads to the identification of development needs. As early as the development center sessions, participants get regular feedback on their performance.
Our team coaching mainly involves the following questions:
“What is the undercurrent here? How do I formulate learning questions for this team? Who is in charge here? How can I help this group improve their communication? How do I help them to dispel distrust? What systems are being maintained unconsciously?”
“In January I was appointed librarian. Previously, I had held the position of assistant department head. Thus I found myself leading a team of 9 people who used to be my co-workers. Change did not, however, stop there, as management had introduced new job descriptions and different evaluation methods. To prevent problems, I felt the need to start off well-prepared. For this reason, I called in professional assistance. With Gert’s help, I examined possible bottlenecks. Together we devised a communication plan to prepare my team for the changes at hand. Since then [five months have passed] I have an enthusiastic, effective team and the new job descriptions have been implemented and accepted.”