Executive Coaching

With the permanent pressure in the workplace, we often think that we do not have time to slow down and take a step back. In executive coaching we do just that: we create a confidential and safe reflective space, to reflect on the complexity of the context you are in, the challenges you are facing and the topics you are struggling with.

Depending on your coaching questions, we work out the approach that fits best for you. You will define the type of coaching you want. Development coaching, with development goals, based on your needs, your expectations. Or a space to reflect with your coach as the reflection partner.

In a coaching journey you:

will be invited by me to do some introspection

will be invited by me to do some introspection

can explore what made you the person and the leader you are today

can explore what made you the person and the leader you are today

increase your self-awareness and your emotional and social intelligence

increase your self-awareness and your emotional and social intelligence

connect with your values, your drivers, your strengths, your potential and your shadow sides as a leader

connect with your values, your drivers, your strengths, your potential and your shadow sides as a leader

develop effective personal leadership

develop effective personal leadership

work on your leadership and communication style and on the impact you want to have

work on your leadership and communication style and on the impact you want to have

learn how to better understand the system(s) you are in. This enables you to better deal with the, often invisible, system-dynamics that impact the effectiveness of yourself, your team(s) and your organisation

learn how to better understand the system(s) you are in. This enables you to better deal with the, often invisible, system-dynamics that impact the effectiveness of yourself, your team(s) and your organisation

develop a ‘reflective practice’ supporting you in making deliberate and sustainable choices, and get the insights needed to take the decisions and make choices

develop a ‘reflective practice’ supporting you in making deliberate and sustainable choices, and get the insights needed to take the decisions and make choices

Coaching Supervision

In the supervision practice I support my clients, leadership coaches and organisation development (OD) consultants, in developing their professional maturity, their practice, their reflexivity on the way they work with their clients and on the wider context.

As a coach I have had supervision all through my coaching career.  I experienced how valuable it is to have a supervisor. It helped me grow and develop myself as a practitioner and as a person.

In the supervision relationship my role is 3-fold:

  • Formative: learning and self-development of the practitioner
  • Restorative: empathic supporter on topics related to the current practice
  • Normative: the ‘guardian’ of professional and ethical standards.

The supervision can be individual or in a supervision group. In supervision we:

reflect on yourself as a practitioner, on your coaching practice, on your purpose, what you do, why you do it and how you do it

reflect on yourself as a practitioner, on your coaching practice, on your purpose, what you do, why you do it and how you do it

examine the client cases you bring to supervision, through different lenses

examine the client cases you bring to supervision, through different lenses

develop ‘fresh eyes’, new perspectives, new visions, new insights and learnings

develop ‘fresh eyes’, new perspectives, new visions, new insights and learnings

define and work on the skills and competences you want to develop

define and work on the skills and competences you want to develop

look for tools, strategies and frameworks to increase your repertoire and creativity with clients

look for tools, strategies and frameworks to increase your repertoire and creativity with clients

help you understand the wider system you operate in and how interpersonal dynamics, parallel processes, transference and counter transference impact your work and the wider system

help you understand the wider system you operate in and how interpersonal dynamics, parallel processes, transference and counter transference impact your work and the wider system

learn to work in the now, with a relational approach

learn to work in the now, with a relational approach

discuss normative and ethical issues

discuss normative and ethical issues

explore the known and the unknown

explore the known and the unknown

and much more...

and much more...

Cross Cultural Lens

In the international business context, Executive Coaching and Coaching Supervision benefit from The Cultural Lens as part of the systemic approach (see under Approach). With this lens you can reflect on, and better understand, the impact of cultural differences and dynamics. The hidden dimension of culture is often an underestimated complexity in systems: in your own system, your client’s systems and in the larger context.

Benefits of the Cross Cultural Lens in coaching and supervision:

a tool to develop cultural self-awareness as a leader or as a coach

a tool to develop cultural self-awareness as a leader or as a coach

a way to develop cross cultural competences

a way to develop cross cultural competences

an additional perspective to understand how culturally based needs influence behaviour and organisational dynamics

an additional perspective to understand how culturally based needs influence behaviour and organisational dynamics

In both the coaching and the supervision, I support you in exploring a situation or a dynamic where different cultural backgrounds are involved. Personal, team- or organisational effectiveness can be improved through the awareness and understanding of the, often hidden and unconscious, dimension of culture. Leadership and cooperation in global companies benefit from a good understanding of these dynamics, inspired by cultural differences. 

This approach can disclose invisible tensions in companies. Tensions caused by differences in organizational cultures, cultural backgrounds of those involved or by the countries your clients work in. It helps the companies that struggle with the duality between local and global needs, or legacies from the past.

I have observed how much neglected and underestimated cultural dynamics impact Post Merger Integration and are at the source of misunderstandings and ineffectiveness.

Leadership Coaching and Coaching Supervision in the International Context

Are you a coach, or OD consultant, looking for a supervisor with a lot of experience in the organisational context? Get in touch to discuss what I can do for you.