Our services

Executive coaching
Team coaching & workshops
Mentor coaching for credentiaing coaches
Coaching supervision
Corporate governance consulting
Coaching skills for managers
Coaching for cultural awareness & cross-cultural training
Coaching for expatriation or repatriation
Support in mergers & acquisitions
Building an international coach pool
Creating an efficient coach training program
Guest lecturing
Interim assignments
Publications and research co-operation
HR consulting

Assessments such as MBTI, 360 feedback, WOPI and Emotional Intelligence (EQ) for teams in combination with coaching. Tailored development programs for organizations.

Nowadays, the most important reason for engaging coaches is to develop high-potentials. We believe that companies that learn to leverage coaching will have a significant competitive advantage in the global market place. Current coaching research indicates e.g. the following benefits:

 Coaching enhances leadership skills
Coaching increases career capital in the international context
It accelerates effectiveness and decision making
The executive learns coaching skills during the coaching process
Coaching enhances the implementation of new behaviours and actions in the daily working life
The coach acts as a professional dialogue partner
Coaching is tailored to the individual needs (agenda & timing)
Coaching has a stress decelerating effect
It helps to deal with intercultural differences

See the video of Executive coaching on BBC site

In an organizational setting, where the company is sponsoring the coaching process, the organization’s and individual’s needs are clarified and combined. However, the coaching process is always confidential, and the coached individual is the one who decides what information is shared with others. An effective coaching process includes a triangle discussion about the objectives of the process (discussion between coachee, her/his supervisor, and coach), a clear contract, is well structured (timing and duration), and is evaluated & measured.

Depending on the objectives of the process, an individual executive coaching process may begin with interviews of subordinates for data gathering purposes, and it may be combined with a psychometric tool or 360 type of assessment, which gives a solid foundation for an individual development plan. An executive coaching process should be based on voluntarinessand desire to develop of the coachee. Best results are achieved when executive coaching is part of the leadership development strategy of the company and when it is supported by the top management.

Whether you are an individual executive looking for growth and development, or an organization wanting to develop your talents, contact us for further details. We can find professional coaches all over the world who are able to support your organization’s needs.

Team coaching enables the team to function at more than the sum of its parts, by clarifying its mission and improving its external and internal relationships.

Team coaching focuses on how the team collectively gives leadership to those who report to them and how the team influences their key stakeholder groups. Leadership is needed at all levels of the organization and nowadays, the challenge is often in how to balance current performance requirements at the same time as leading a transformation of the business.

An effective team coaching process may include team coaching sessions, facilitation, assessments, workshops, and individual coaching of the team members. It is a tailor-made process, where on-the-job learning is encouraged. Teams need to learn, but also unlearn. It is important to build on what is already working well.

Let’s discuss your needs and design your team’s development process.

Choosing and working with a Mentor Coach is an important step in your on-going development as a coach, so be sure you choose a professionally qualified Mentor who matches your needs. 

The focus of mentor coaching should be on your coaching skills rather than life balance, or any other topics. According the current ICF policy, a Mentor Coach is ICF credentialed at the same or higher level than the applicant seeking a credential, and should not be subject to any sanctions from the ICF independent Review Board for violations of ethical conduct.

ELEMENTS OF MENTOR COACHING 

Mentor coaching may include any or all the following three elements:

1. Professional skill competency development (a professionally trained, more experienced coach observes actual coaching sessions and provides feedback and supports with specific client issues and challenges, for the purpose of doing the best job)

2. Personal development (a process whereby the mentee evolves from an emphasis on external authority and skills to being self aware, responsible and masterful in relating to self and others)

3. Professional/Business development (if desired)

WANT TO ORGANIZE A MENTOR COACHING GROUP OF YOUR OWN?

If you want to organize a Mentor Coaching Group of your own, please note that no more than 70 % out of the 10 required mentoring hours (= 7 hours) can come from Group Coaching. Additionally, the group being mentored may not consist of more than 10 participants. Since Mentor Coaching prepairs you to the ICF examination, it is recommended that you would have completed a) your coach training, and b) the required coaching hours. The ICF and the Association of Coach Training Organizations, ACTO, have designed the following requirements for being a Mentor Coach.

Interested? Contact us for further information!

SEE WHAT ICF RECOMMENDS - The next video contains information on mentoring requirements when applying for an ICF Credential, an overview of the mentoring process, and tips to keep in mind when selecting a Mentor Coach.

Dr. Shab Hundal is an expert in Corporate Governance and has an extensive international working background consults in the following areas of Corporate Governance:

1.  Business planning and risk management

2.  Intra firm decision-making 

3.  Financial reporting quality

4.  Regulatory and institutional aspects related to corporate decision making, organisational structures, internal controls and incentives