Frequently asked questions about Coaching

Yes, I meet sometimes more informally when I have to report any event that affects the development of our work, or as requested by the Human Resources team.

I always provide reading material (books, articles) or videos, etc., i.e. working and reference material, in the team and individual sessions:

• Each individual involved in the coaching process (coachee) receives the material.
• The Human Resources team also receives the material for inclusion in their learning platform library.

• The results (changes, progress) can be seen before I issue the progress report, as managers, peers and collaborators will be noticing changes in their everyday experience.
• At the end of the process, I issue level satisfaction questionnaires to each of the participants (these are in-depth questionnaires) where they can provide full feedback about the process. I send this information to the HR Department.

• All organisations that are undergoing change processes (of all kinds: from growth to transformational changes).
• Companies that have become stagnant and stopped growing, or are beginning to downsize, suffering financial losses… and do not know how to reverse the situation.
• Those who struggle with a team of professionals (usually extraordinary technical staff but who lack the skills to manage and interact with people)… conflict and hostility in the working climate.
• Companies that do not have problems, but they have a constant need to keep on improving because they have the ambition to continue growing and be “better than yesterday but still not as good as we will be tomorrow”.

• Increasing of the individual, team and organisational self-awareness (3 levels).
• Learning skills at individual and team level.
• Improvement of the intra- and inter-departmental relations
• Improvement of the employee motivation.
• Improved understanding of the business, which results in greater efficiency in the way we work and interact.