COACHINGS
Coaching is a state of mind and a way of working on a daily basis. It aims to motivate and develop the autonomy and performance of an individual or a team. It’s a key approach, as everyone needs the perspective of others to grow.
At Totem, the manager is a “mirror” who facilitates the development of his or her teams.
What is effective coaching?
A clear intention, an ability to give meaning and motivation, to provide objective added value, to mobilize and empower, and also to measure the effect produced.
INDIVIDUALS
We are aware that everyone’s managerial needs are different, and that certain changes will be more effective and visible if seen through individual coaching.
These coaching sessions are tailored to each individual’s position, responsibilities and challenges. They can be face-to-face or remote (telephone meetings, Zoom, Skype, etc.) and often focus on conflict management, change management or consolidating and developing managerial style.
Example of individual coaching for a sales manager
Step 1: Define the focus of your work and how you want to handle it
- A twenty-minute collaborative interview to identify the main coaching issues.
- An initial roadmap for taking action and immediately identifying what’s working and what’s not.
- A report on this first roadmap and the start of individual self-examination work for the coachee.
Step 2: Tailor-made coaching with the time needed to see the first concrete progress
- The promise of a concrete, measurable commitment to transferring know-how to a team.
- Regular assessments to see how much progress has been made and how the coachee has achieved it.
- Innovative, stimulating forms of coaching: flash trainings & work sessions to apply, train, fall, bounce back.
Step 3: Concrete long-term progress
- An objective to monitor and challenge until the target is reached.
- Prepared appointments, feedback and debriefings.
- Dedicated telephone briefings to review progress between 2 days in the field.
COLLECTIVES
Collective coaching sessions benefit from the sharing of ideas and food for thought provided by all participants. This synergy is particularly beneficial when coaching entire teams or groups of participants with the same responsibilities within the company.
Why?
Because you’re looking to unite your teams around your company’s identity and projects, or because the change you need to support requires in-depth group reflection onkey issues. Or because the situation seems to require an“external intervention” in order to “come out on top”. All these reasons, and others, are good ones and should not be overlooked.
How?
Group coaching takes place in the same way as individual coaching, with a pre-defined number of sessions (usually 6 to 14) spread throughout the year. Groups are made up of 4 to 6 managers at the same level. The coach collects the expectations of the session and guides the session according to these, mainly through the examples used. Role-playing and role-plays are often used to break the ice and create a group dynamic during these coaching sessions. Depending on the number of participants, sessions last between 2 hours and half a day.
At the end of each session, the group debriefs the situations and suggests areas for improvement. The coach provides a framework for this reflection, presenting similar and more ambitious avenues of thought, before gathering initial feedback on the spot. Finally, the coach also supports each manager in drawing up individual roadmaps and action plans.
What are the benefits?
Better internal and external communication, more concrete and rapid business results, more team motivation and a new pro-activity!
Coming together is a beginning, staying together is progress, working together is success. – Henry Ford