Talent Management: Coaching

In a highly complex world project stakeholders must rely on solid skills and competences. Are they ready to take on the project challenge?

Whilst project management best practices promote structure, uniform processes, solid monitoring and control, flexibility, agility, adaptation to unplanned events and opportunities are as equally important to be successful.

Talent Management: Coaching

The 3 phases of our coaching approach

The interaction of project management stakeholders with many parts of the organization requires mature interpersonal, project management and business competencies.

Our coaching accelerates the development of required skills and competencies. Each coach assignment ideally consists of 3 phases, applicable to an individual stakeholder (or to a team):

The awareness phase: Build a common agenda between coach and coachee aligned with the objectives set by management – ensure that coachee understands and accepts potential added value of coaching – coachee creates personal scope document. A list of performance criteria is defined called personal control points (PCP).

The learning phase: Increase knowledge and experience through guidance by the coach. Jointly monitor evolution of PCP.

The development phase: The coachee acquires additional experience and knowledge proactively on individual initiative (self-development).

With our support and advice, you can count on these outcomes:

  • Assessment results
  • Coaching objectives
  • Coaching plan
  • Coaching scope (agreed between coach and coachee)
  • Performance criteria (KPI allowing measurement of progress within the learning & development phases)
  • Management reporting, conform HR guidelines
  • Evaluation