Coaching
Coaching is a key tool and method for leaders, management teams and individuals who have ambitions to achieve the goals they set; for themselves and the group they are a member of.
Considium offers coaching as a core activity in all development work, in change processes and learning. Coaching is based on the individual's own practice. It is the daily and practical work performance that is the basis for our way of practicing coaching.
Some finance functions still fall into the trap of history work, but it doesn't have to be that way. A well-run finance function has far more to offer.
In summary, Coaching is very effective if you:
- Want to develop yourself in a leadership role and utilize your obvious and more underlying talents
- Want to coach your employees and help others develop?
- Believes that good teamwork is a prerequisite for achieving the results you set.
- Want to transfer knowledge and skills in coaching in parallel during our coaching process
- Will appear as a confident person with good self-awareness
Conversation partner
Our consultants have extensive experience in assisting leaders, management teams and individuals who want a conversation partner to achieve success and find the balance between their own work and their own life content.
Phases in a coaching process:
Our customers have different starting points. Some need to get their numbers in order, while others want to refine already good processes.
- Goals . Goal description as a mutual contract. The content of the contract is designed and described jointly, whether this is between two people or within a group.
- Communication. Contract on communication methods and mutual expectations
- Process. Plan is described and includes time usage, division of labor and availability
- Assessment. Ongoing evaluation of the goals and process. Debriefing events, processes and learning
- Wrap-up. Summarizing goal achievement and learning. Confidentiality and communication with the outside world.
Would you like to know more about how we work?
We are a company with skilled professionals with extensive experience in our field.
Approach and working method
- Coaching must always be based on a common ethical platform. The most important element in coaching is trust. Trust is a reciprocity that opens up the possibility of trusting each other and reflecting together towards new perspectives and solutions. When the relationship is based on equality and reciprocity, it becomes easy to get along and no topic is too difficult. The same principle applies when coaching takes place in groups. The group must know where they have the coach at all times and that the room for action for reciprocity must always be within the framework that is given at any given time.
- As a coach, it can be tempting to try to influence in ways that don't work for the individual. Many fall for the temptation to lecture, moralize, control/decide or give advice that only works on the surface. Considium's ethical platform is a guarantee that this doesn't happen. Adherence to fundamental values helps our coaching give you "help to help yourself!".
- As a conversation partner, Considium emphasizes finding a common content for the values of respect, responsibility and care. If you are going to develop professionally and personally, it is crucial that you have a trusted person who dares to challenge you and who sees your uniqueness and your potential. A Cosidium coach respects your point of view, takes responsibility for the process and shows you care when your challenges are perceived as demanding.
There are several common features in the working methods of a sports coach and an organizational coach. In particular, this concerns development and change as a result of training and testing. We prepare training programs in which the person/people receiving the guidance will be able to practice situations that are unfamiliar, can be frightening and, not least, try out actions that break fixed behavioral patterns. The purpose is to gain new experiences and become wiser. Training and coaching often lead to profound changes on many levels in a development process:
- Confidence and clarity in performing demanding tasks and handling difficult situations
- Providing new knowledge about one's own organization, about leadership and the demands of the leadership role. Provides understanding and insight into systems, the dynamics of groups and people among themselves
- Leads to an increased understanding of who you are as a colleague, leader and person. In other words, greater self-awareness.
- Good self-awareness involves many qualities where leaders become better leaders, groups work better together and individuals become more confident and secure in themselves. Confident people are good to work with. They rarely need to attack and defend positions, rarely look down on other people. They are in a good position to challenge and unlearn inappropriate behavior.
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