Our coaches have a vast experience in a broad variety of branches, both nationally and internationally. Moreover they have enjoyed an elaborate education, enabling them to offer the highest degree of professionalism.Depending on the needs, elements out of various reliable methodologies are applied. Our coaches have knowledge of those models and are an expert in at least one of those domains. Our executive coaches have at least a proven expertise in at least two of those domains.



Sir John Whitmore, recently elected top business coach in the UK, works with major principals, both private and public sector entities, in the UK, Scandinavia, Central Europe, Russia and Australia. His books (including “Coaching for Performance”) are among the best-sellers in the UK.



Franklin Covey offers solutions worldwide with respect to knowledge building and performance enhancement for individuals and organizations. He distinguishes himself by his unique thinking about leadership and his holistic approach, achieving measurable, groundbreaking results. ​



Robert Quinn is considered worldwide as the foremost authority on change management. He is especially renowned because of his competitive value model, recognized as one of the forty most influential models in business history.



Daniel Ofman advocates creative power, both in people and organizations. The latter can also be seen as living organisms, operating both inward and outward. What is needed, therefore, is a respectful approach, seeking healthy growth, with much attention to be paid to relations and connections at all levels. For this purpose, recognizing and developing core qualities is an essential, well-proven tool.



Learning styles Kolb posits that people have a preferential style that they prefer to start with and to which they allocate most of their time. However, it is important to go through all phases of the learning process, as these are essential to effective learning. Kolb therefore advocates that people should devote extra attention to learning activities they feel less comfortable with.



In ‘The Five dysfunctions of a team’ he formulates a number of principles capable of complicating teamwork. His model is a useful tool to help teams grow gradually to become an effective, coherent whole.



The Myers-Briggs Type Indicator ® and the JTI ® are self-scoring questionnaires based on Jung’s type theory. They are used to help determine people’s personality type. The MBTI tool was developed by Isabel Myers and her mother Katharine Briggs in the forties. After more than 50 years of research and development, it ranks currently as one of the most used personality questionnaires worldwide.



The enneagram as well is in line with the maxim ‘Know yourself’. Indeed, the enneagram enables people to improve their understanding of their own behavioral mechanisms. With this knowledge, they can trigger an evolution or transformation of their personality.