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In organizational development we approach the coaching programs with a view to achieving the organizational objectives. Coaching can contribute to the corporate results by increasing personal efficiency. During coaching we work together with the participants on strengthening the professional role, the issues arising at the individual level, the solution of specific difficulties, the mobilization of personal resources and energies, and the creation of new solutions. Essential components of our coaching process are an atmosphere of trust as well as the special coaching methodology. The coaching method is based on deepening understanding, finding possible solutions and identifying and overcoming barriers. During coaching the participants can honestly and thoroughly tackle their internal dilemmas and discover new answers that will help them more in their work, and even in their everyday life. The basic tool of coaching is the following process: attention, curiosity, depth, progress and feedback. During coaching, special exercises or method-specific techniques can aid progress at intersections. The coach is a specialist in a confidential position, committed to the efficiency and professional discretion of the coaching with regard to both the organization and the individual participants, as well as someone who is committed to the quality of the coaching.

The most common areas of application of coaching in organizations:

  • designing the vision
  • change manegement
  • career coaching
  • preparing for new leadership role
  • working on personal skills or practical difficulties
  • strengthening motivation, commitment, energy
  • improving collaboration


The main types of coaching programs

Executive coaching

The future of companies, enterprises is determined more than anything else by the vision of the executive. During executive coaching the coach supports the executive in making decisions based on a clear vision. A vision is clear if it can mobilize the internal commitment, emotional energy of the executive, it is in line with his/her personal beliefs and convictions. The division of our internal energies results in conflicting emotions, causing implementation to always lack that extra spark which enables us to create outstanding solutions in a given situation. During coaching we deal with getting stuck, the missing links and all sorts of challenges. The coaching process helps to surface, clarify and analyze the complexity of the situation at hand, and to determine the direction of the next step. The specific steps leading to implementation can be based on the executive's own personal convictions, on the understanding of his/her situation and goals. During executive coaching we deal primarily with how an executive can set up his/her own organizational vision in a self-identical manner, and how he/she can be a credible leader of the changes, how he/she can influence the organization with his/her behaviour.

Team coaching

In organizations the ability of a team to stand for a common vision and/or common goals is crucial. When a team is really united in pursuing an important common vision, the energies multiply, and significantly better ideas and solutions can emerge, making the fulfilment of even the wildest dreams possible. In the absence of a common vision the staff usually only carries out the daily tasks, lacking an inner fire or any kind of personal driving force. When a team is unable to openly and honestly discuss personal opinions and goals, and is unable to mobilize the individual members toward their common goals, they need to stop and look beyond the daily routine. The team coaching method speaks to the immediate situation of the team, the practical difficulties existing in the team, and encourages the open and honest development of common goals. The purpose of team coaching is to enable the team to find common goals and cooperation strategies that all the members can wholeheartedly adhere to. In team coaching I work with small groups, using time-limited coaching programs which focus on practical issues.

Coaching method can be used in group situations similar to team coaching in cases when the participants face similar challenges in similar work processes, but do not form a team working closely together. Group coaching is suitable for participants to work together, giving energy to each other, on issues mutually affecting them, and to find answers for themselves to their questions, challenges.

Individual performance coaching

Individual coaching is a unique tool for the extension of personal commitment, motivation, internal revival and capacity to act. In our experience, beyond a certain point the enhancement of individual performance is no longer possible by way of the transfer of knowledge or the teaching of new skills alone. After a time performance becomes much more the result of personal attitude towards work. High performance depends on the presence of internal energies, internal motivation, clear personal goals and commitment, the attitude towards obstacles and the cognitive and emotional response to difficulties.

The atmosphere of trust and the cooperative work method of coaching allow us to deal with these deeply personal factors, and enable the participants to create a new attitude during the coaching process, by way of which they can mobilize their internal resources with renewed strength, surpassing their previous limitations. In individual coaching we can deal with the professional problems, difficulties, most urgent goals, at an individual level, by overcoming the barriers, and bringing out the best possible solutions to help gather new momentum.