Our coaching protocol and its steps

Our coaching protocol is designed to deliver measurable results and get the coachee to act effectively and efficiently on his/her development opportunities. It is based on the five following steps.

 1. Understanding the context and needs of the coaching assignment

At the outset we define, with all relevant stakeholders, the objectives of the assignment and understand the personal and organisational context and concrete goals sought.

It is of high importance to us that we appreciate correctly the level of commitment for having recourse to a business coach. We also seek to understand, at this stage, if there are issues beyond coaching that need to be addressed.

 2. Collecting information on the coachee’s current situation and ambitions

We gather and assess information about the various aspects of the coachee's profile and situation that are relevant to meet the needs of the assignment. This will/might involve looking at the client's career path/“themes”, his/her current leadership “style”, existing and foreseen challenges and ambitions, the perception of others on his/her behaviours/attitudes, communication style/skills, work/life values and personal values.

The information is gathered through coaching dialogues supplemented, as might be appropriate, by psychometric test(s), competency evaluation, details of past assessment(s), performance evaluations, 360 feedback, etc.

 3. Defining a personal development plan

We define, with the coachee, a personal development plan (tailored roadmap/action plan) to leverage his/her experience and strengths and address the relevant development opportunities to achieve the objectives defined in the preceding steps.

 4. Measuring results and ongoing adjustment of the action plan

Progress is tracked and the action plan adjusted, as may be required, through regular coaching sessions and, if appropriate, through discussions with the coachee’s hierarchical superior(s) while always respecting the confidentiality protocols and conventions agreed at the outset of the assignment between all parties.

 5. Closing the coaching assignment


Tracking of progress of the assignment is of course done during the whole engagement process. Upon closing, a formal global status of the coaching is carried out in order, not only to assess its overall effectiveness, but also to ensure that appropriate steps are in place and planned (involving all stakeholders) to secure the pursuance of actions undertaken and sustainability of progress made.

You can contact us as follows:
Phone: +352 621159384

This site uses cookies to improve your experience and collect user statistics. By continuing your visit to this site, you accept this use of cookies