Coaching methodology

1. Diagnosis / self-diagnosis / the plan of a training-change process

• Interview with the process “Sponsor”
• Interview with the Coachee (self-assessment, expectations, needs, concerns)
• Observation of the Coachee (“day at work”, participation in meetings, e-mail analysis, recording conversations, etc.)
• Questionnaires (personality profile, management styles, perceptive preferences, stress level, behavioural patterns, and others)
• Assessment 360º (“Benchmark Greensboro”)
• Reinterpretation of the results from assessment centre, 360º, evaluations and other data collected by the Human Resources
• Preparation of a competence development plan – scenario of a series of coaching meetings.

2. Learning process

• Preparation and experimentation with new behaviours in a small laboratory group (simulations), video recording, feedback, corrections
• Conducting real conversations, meetings, debates with the participation of a Coach (stills, feedback, corrections), implementation of the GROW method
• Individual coaching sessions (review of the completed and planned exercises)
• In the process of receiving current feedback (e.g. short surveys following meetings with subordinates)

3. Evaluation of results

• Follow-up tests with the application of the same methods as during the diagnosis stage (see point 1)

The Business Psychology Institute has gained an interesting experience from implementing training programs for mentors and coaches, as well as supervising them, training trainers and educating consultants (see: Psychology in coaching, mentoring and training”; module “7x7 plus 2”)

Laboratorium Psychologii Zdrowia (Health Psychology Laboratory) (http://www.santorski-zdrowie.pl/) run by Jacek Santorski and his Partners from the medical community provides psychotherapeutic counselling and consultations.