Many organizations face a fast-changing market full of uncertainties and challenges. They rely on top leaders to make impactful business decisions so their businesses can thrive, grow, and succeed. More so when these leaders are in global environments and corporations with international reach and impact. In such cases, an extra layer of education, training, and support might be needed, and that’s where professional coaching might come into place. All sizes of organizations today see the benefits that professional coaching can bring to their employee’s satisfaction, the company’s bottom lines, and the workplace environment.
Today, let’s talk about professional coaching: what it is and what it’s not, what’s the difference between professional coaching and therapy, who is professional coaching really for and why, what different types of professional coaching there are, how to define and choose the best professional coaching program for you, your team or your company, and why is it such a powerful tool for a success mindset. Finally, we will also discuss some progress metrics that HR managers and leaders can use to evaluate their talent’s progress.
What Is Professional Coaching?
First, What Professional Coaching Is
Professional coaching is one of the many strategies HR professionals and L&D (Learning and Development) managers use to develop potential global talents inside their international organizations. They use professional coaching to help critical employees accelerate their careers, ignite even higher performances, and learn new ways to apply and implement skills for quicker and smarter wins. When professional coaching is coupled with a Global Executive Leadership program that teaches their talents key global leadership skills, this process can get even more surprising positive results.
Let’s look into one of the most important organizations that oversees coaching internationally, the ICF – International Coaching Federation. They describe professional coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”
What this means is that professional coaching is a series of conversations where 2 people agree to partner — or help each other — to achieve the client’s goals. The coach will help by skillfully asking questions and giving the client customized assignments to move the client in the direction of the client’s goals. On the other hand, the client will help the coach by being honest and providing the necessary information for both to devise and strategize courses of action while clearing up any roadblocks the client might have.
This is usually done in private sessions where just the coach and the client are present. The coach commits to a confidentiality agreement and may not share information with the client’s manager or the organization. If either the manager or the organization wants information about how the sessions are going, it’s up to them to directly ask their employee.
Why? Because professional coaching only works if there is an extremely strong bond of trust between the coach and the coachee. Most organizations and HR professionals do understand the power of this type of bond and comply with this format without harassing the coach for confidential information. To avoid paying for professional coaching that does not work, though, these smart professionals in the HR and L&D departments create metrics for their employees. We’ll talk about metrics soon.
Another popular professional coaching format hired by HR and L&D professionals is group coaching. Professional group coaching is pretty much the same as individual coaching, except that it’s done with a whole group. In the same way that professional coaching for individuals is based on a goal and progress that the coachee wants to see, group coaching also has a specific purpose. Group coaching can help that group transition from storming to performing, help them with better team building, increase their bonds of trust, and so on. The main purpose of group coaching is to help the group perform better as a group in one way or another.
Now, What Professional Coaching Is Not
Even though many people know what professional coaching is, there are still a lot of misunderstandings surrounding this profession. A lot of people enter a professional coaching agreement expecting other things than actual professional coaching, and end up projecting their frustration on the coach, their managers, or their organizations.
So let’s highlight what professional coaching is certainly not:
- It’s not consulting – even though your coach might give you tips and share their own experiences with the topics, they are not obliged to do so. Most coaches can also offer consulting services, so it’s unfair to hire them for coaching and expect them to give consulting for free as a bonus.
- It’s not mentoring – although coaches could tell you the best course of action from their experience on a certain topic, research has proved that coaching is effective because it helps people find their own solutions and success path. A wise coach will probably ask the client to find a mentor during the course of their work together, but they will not be the mentor.
- It’s not therapy – therapy is a form of treatment, and although professional coaching shares many techniques, the purpose of professional coaching is very different from therapy’s. Professional coaching helps you break bigger challenges into more digestible pieces so you can take action and move towards your goals faster. Read below to understand the difference between therapy and professional coaching fully.
- It’s not paid friendship – that might sound funny, but many coaches report having heard this before. Professional coaching is far from paid friendship. Your coach might become a friend if your coaching agreement lasts long, but not necessarily. Professional coaching is professional. It’s performed by a highly trained professional, usually with MBA or PhD, who also might have extensive corporate experience, to provide you with the best guidance and assistance for your growth. They will not judge you as a friend might and will not object as a friend might. Professional coaching performed with ethics will not have a conflict of interest like a friend might. Even if your goal sound crazy, it’s not up to the coach to judge or object. There is only one thing professional coaching and a friend have in common: both want you to succeed and be happy. The main difference is that professional coaching is performed by a professional who has studied extensively to know how to help you achieve that.
What’s The Difference Between Professional Coaching And Therapy?
Therapy is a form of treatment when you have a mental or psychological condition and/or disorder that affects your wellbeing. The condition or disorder can make you dysfunctional at some point, in the eyes of society. For example, you might have an anxiety disorder that will develop into panic attacks when speaking in public or being in crowds.
In order to treat patients, therapists must undergo strict and prolonged training, where the practice is supervised until a certain number of hours of experience are accumulated. Only then can they become a candidate for a certificate. This is a regulated market, and uncertified therapists who provide services will be subject to class penalties on top of any individual liabilities. Learn more by visiting the American Psychological Association.
Professional coaching, on the other hand, is a partnership between coach and coachee, where a series of conversations will take place. These conversations focus on some form of growth and development. It could be personal growth, career-related, finance-related, or even relationship-related. Growth and development can only happen when the client has a specific goal to make progress on, and the coach is skillful at helping them pluck blocks, fears, or negative emotions that prevent them from taking further steps toward goals. Professional coaches work with mentally healthy individuals who want to outperform.
For example, you have a big business case presentation to the board of directors at your company 2 months from now. A big career opportunity due to its high exposure. In the past, whenever you had such opportunities, you messed up due to anxiety, lack of preparation, and planning. And you’d like to avoid it this time around by hiring the support of a professional coach. In this case, you want to outperform yourself and use your opportunity well.
Professional coaches must also undergo strict and long training, and practice is also supervised until a number of hours of experience are accumulated. Only then can they apply for a certificate. Unfortunately, this is still an unregulated market, so the highest standards of training are not consistent across the board, and uncertified coaches can offer services without class penalties.
In summary, in terms of purpose, I would say a therapist will help you recover your mental health, while a professional coach will help you maintain or improve it while also aiming to assist you in achieving your goals.
Considering what I said before when you look for professional coaching, it’s key to ensure they are highly trained, experienced, and certified. If they are also members of the International Coaching Federation, or ICF for short, even better, as this institution has the highest standards for their coaches, and each coach is subject to the strictest forms of verification.
Who Is Professional Coaching For?
High Executives
Top-tier leadership in international companies has very challenging situations and challenges. They seek professional coaching as a sounding board and a strategic partner to devise, strategize and make impactful business decisions. They often engage in very long professional coaching agreements so that they can work on specific topics, debate and/or practice ideas, and have an accountability partner to help them through implementation and any improvements.
These types of executives usually shoulder big organizations with big multi-layered and multicultural teams, so, naturally, they would look for professional coaching as means of support and additional guidance. After all, it’s their reputation that is at stake. Most organizations have budgets for professional coaching for these top-tier executives, as they know this allows for a higher quality of decisions and performance.
Some of the challenges these employees might face are M&As (the business acronym for merger and acquisitions), change management of entire organizations due to the introduction of a new platform or process, cultural drivers change or improvements, initiatives to counter competition, and many other types of uncertainties that high leadership must face daily and for which they would love some extra support.
Middle Management
Middle management’s challenges are usually closely related to their teams, stakeholders, and the processes they are involved with. They are also part of the succession pipeline for top-tier executives, so it makes sense that crucial middle managers are approached and offered to receive professional coaching. Many middle managers turn up their noses and frown upon professional coaching, thinking it’s a sign of weakness. HR professionals and L&D managers work hard to show a new perspective where professional coaching is a sign of strength.
Many middle managers that saw real cases of how professional coaching fast-tracked people’s careers sought professional coaching even when their companies were not backing them financially. That’s a smart move because when you start to shine, asking for additional professional coaching and training budget because easier. What’s important to mention, though, is that in many cases, middle managers don’t have a budget for that just because they never asked for it or showed interest in professional coaching.
Expats & Repats
Corporate Expatriates are often employees who are assigned to work outside their original country. For example, an American who is assigned to work with the European region and is relocated to a German office. Repats, on the other hand, are expatriates who are being repatriated —or being sent back to —their original country after the term of their assignment is completed. For example, an American who was working in Germany and is coming back to work in the US.
Expats are often an overlooked category when it comes to professional coaching. Most HR and L&D managers include professional coaching for expats who have just arrived in a new country to help them transition and acclimate to the new company and culture. But the indisputable fact is that Expats & Repats face twice the challenge compared to other professionals at the same level they are. On top of the regular challenges, middle managers or top-tier executives have, expats have the challenge of being a foreigner introduced to a new team, culture, and country. On top of that, they go through a swirl of emotions throughout their expatriation journey. Even expats who have been in a new country for over 3 to 5 years still face challenges that would benefit from professional coaching.
Expats usually come from different backgrounds from their teams, peers, and other stakeholders. They must learn to effectively interact, communicate and decide with different people. Both expats and the people surrounding them need to increase cultural competence and learn how to communicate with high and low-context cultures to prevent misunderstandings and boost team performance. That’s where professional coaching specialized in multicultural settings comes into place. Professional coaching can help both Expats and the people surrounding them, to work seamlessly together, to create a healthy and safe working environment.
Top And Growing Talents
HR professionals and L&D managers often have special annual sessions to strategize the company’s leadership pipeline, called succession planning. They can hire professional coaches and/or consultants to help them in this process.
Once they mark the employees and professionals they think are critical elements in the succession plan, they invite these employees for conversations to understand their aspirations and desires. If employee aspirations and the company’s succession plan match, HR professionals usually set up a chain of events to “groom” these employees to be prepared for future promotions and opportunities. One of these things is professional coaching. They might hire professional coaches with the objective of helping top talents grow and learn for new positions, or help top talents who were recently promoted transition and grow faster in their new positions.
Global Leaders Growing In Their Chairs
Global leaders who first gain global or regional oversight might feel a bit overwhelmed. Team members in different time zones, different types of cultures and languages, different costumes, budgets in different currencies, different processes for the same thing in each place, and so on. Yes, it’s indeed overwhelming at first.
Research shows that global and regional leaders promoted to this kind of position for the first time can take up to 6 to 9 months to start fully performing at their best. Smart leadership and HRs usually hire professional coaching to help this kind of employee grow in their chairs faster, earn the team’s and stakeholder’s trust quicker, and perform at their full potential sooner than expected. The sooner this employee starts to perform at their peak level, the faster the company will see the return on investment made for this employee.
They hire professional coaches to help these employees design, implement, and follow through with their First 90 Days Plan As A Global Leader, map stakeholders, priorities, and information needed to improve business acumen and help them gain the confidence needed to lead internationally in multicultural contexts.
Why Should Companies Consider Professional Coaching?
Why do we go to the dentist? Either because we want to have a beautiful smile or because we have tooth pain of some sort. The reason why we should consider professional coaching is because we want to improve something (like having a more beautiful smile) or to solve a challenging situation (like tooth pain).
Given that you and your company can choose a qualified, certified, and experienced professional coach in the solution needed —which we’ll teach you how to do it below —professional coaching can be highly beneficial both to individual leaders and entire companies as a result.
Benefits Of Professional Coaching
Higher Employee Performance
Professional coaches are trained to help individuals improve their performance because they help them map strong traits and weaknesses in each individual and provide tools to leverage this information for higher performance. This tool can include personality assessments, attitudinal assessments, customized assignments, and book recommendations on specific topics, amongst other strategies.
Increased Employee Satisfaction
Satisfaction can only come when employees’ values are aligned with what they are doing, and they see purpose in everything around them and in what they are doing. People want to feel valuable and worthy. It’s not just a matter of a manager saying that they matter. Employees need to feel that they matter. Professional coaching can help them scrutinize their thoughts and values in search of alignment and purpose. Besides, professional coaching can also help both managers and employees learn how to manage team workload for a healthier workplace with greater work-life balance.
Talent Retention
There are many factors for talent retention, but professional coaching can help organizations create more satisfied employees, better and safer working environments, caring and top-notch leadership, a better flow of communication, and trust-building, amongst others. All these things will lead to greater talent retention. Professional coaching can be especially helpful to support HR in turning the tables regarding the main bad leadership traits that trap good leaders. Of course, this cannot be done all at the same time and in the blink of an eye. For effectiveness, a careful coaching plan and strategy for talent retention will have to be devised between the coach, HR professionals, and top-tier executives.
Improved Profitability
It’s no secret that employees who a) perform better, b) are more satisfied with themselves and the company, and c) work in a safer and happier work environment produce better results. If you have professional coaches working on a), b), and c), of course, this will naturally improve profits. Basically, what professional coaches do is oil the cogs of the organization and make the cogs work more efficiently.
Safer & Happier Work Environments
The reason why leadership has been changing in the past few decades from fear-based to inspiration-based is because poor work environments produce poorer results. Professional coaching cannot do miracles overnight, but it can accomplish quite a lot in this field. Transforming an organization’s culture is a field of expertise in professional coaching and can involve:
- setting cultural drivers,
- training leadership on cultural competence, diversity and inclusion
- improving cultural competence and communication,
- committing to and hiring a more diverse workforce,
- selecting the right employees and personal traits and values when hiring,
- efficient onboarding training,
- caring and excellent support system
- compliance tracking & issue reporting.
More Effective Leadership
Sometimes companies have very efficient leaders, but they are not effective. Effective leaders are needed in corporations that want healthy and happier working environments. Professional coaching is a fantastic way to transform the way leaders think, interact and strategize to make impactful business decisions. Sometimes it’s not what they know or don’t know, but how they apply it.
Heightened Company Reputation
Reputation is made by people. Period. Professional coaching can help a company’s reputation because they help leaders and employee manage reputation better. Reputation is that idea that is spread about you without people even knowing you. The English Royal family had always had a bad reputation in the past, which created a lot of buzz when Princess Diane died and, more recently, when Queen Elizabeth died. Many people report changing their minds entirely about how they see this royal family after watching The Crown, which portrays the challenges and situations experienced by the royals in a more humanized way. Reputation can be managed, but sometimes we need someone from the outside with an exempt view to help us reframe it. That’s why professional coaching is incredible for helping improve reputation.
Types Of Professional Coaching
Executive Coaching
This professional coaching helps executives, expats, and high-tier employees with challenges and improvements in their organizations. It’s usually aimed at helping them solve high stake issues, articulate complex ideas, and streamline strategies.
Leadership Coaching
This is a subset of executive coaching to close any gaps in leadership skills, awareness, or behaviors to make the individual a better leader. I can tackle practicing certain leadership skills, streamline processes, improve team performance, amongst many types of leadership goals.
Transitions Coaching
This is professional coaching aimed at employees who are going through transitions. It could be an expat who recently moved to a new unit, a leader who just got a new promotion, an employee who changed into a new department or career, a group of teams who are undergoing a big change or implementation, and so on.
Expat Coaching
Although most people think that expatriates will need coaching only when they arrive in a new country, that’s a misconception. Indeed, expatriates benefit greatly from coaching in their very first year of acclimation, but truth be told, they will also need coaching for higher performance after that. The reality of being born and raised in a different country where you are working can be daunting. People can make jokes you don’t understand, references that you cannot relate to, and communicate in ways you don’t clearly understand. Navigating this sea of uncertainty can be exhausting.
In my first years living in the US, my very good American friend sent me a birthday card. The following time we met, she asked me if it wasn’t super funny. My cricket’s face told her that I did not understand the joke at all. She looked very frustrated but patiently explained the term and the joke behind it to me. It’s not only frustrating for the expatriate but also for the people around them.
Expatriates can benefit from professional coaching when they set a goal to tighten up the bonds with their teams and stakeholders by learning new ways to think, relate and strategize as a global leader, which professional coaching can help with.
Life Coaching
This professional coaching surrounds topics that pertain to one’s life. It could be about their wellbeing, parenting, household issues, marriages, relationships, and an infinity of other life topics and triggering events.
Wellbeing Coaching
This professional coaching usually is a subset of life coaching, and is related to either physical, mental, or emotional health. With the caveat that some of the emotional and mental health aspects have a fine line between coaching and therapy. Refer to the previous section related to Therapy to read the difference.
When Does Your Organization Need Professional Coaching?
I can dare say that professional coaching can be needed for anything and everything. All issues and opportunities in a company can benefit from professional coaching. That’s why some companies even have in-house coaches for their executives. However, sometimes specialized coaching is needed, so external professional coaches are required, either as a retainer or as a one-time event.
Here are some specialty areas that might require external coaches for professional coaching engagements:
Company Change Management
Some companies go through great changes due to acquisitions, mergers, cultural, or even leadership changes. There are an infinite number of reasons why a company would have to implement a change management program. Companies can benefit from professional coaching by hiring someone who understands the process and can guide key people in leadership through the change. They can also include pulse interviews and other tools in the coaching program to get ahold of the change management execution. These engagements are usually very long and may take more than a year.
Employee Transitions Or Expatriation
Expatriation is a whole different beast of experience. It’s like birthing a new child or losing a beloved one. It’s an experience that changes the individual forever and how they see the world. Specialized professional coaching can help individuals with this unique situation to help them quickly grow in their chairs, earn their team’s trust, and communicate more effectively, regardless of the differences in culture or backgrounds, since they learn how to navigate differences and uncertainties better.
Soft Skills And Leadership Development
Many HR professionals and L&D managers fall into the trap of providing leadership training to employees and think this is enough. Most leadership training is not experiential, and they lack application. It’s like learning how to drive without ever entering a car. Not good. Professional coaching can quickly close the gaps in understanding any soft skill and leadership skill, so that individuals can apply what they learn, practice, and progress on what they learned. The coach supporting this progress can be a great ally in helping people shine their true potential. Qualified professional coaches not only help individuals implement and practice their new skills, they help people break big challenges into more manageable pieces.
Career Growth Support
In the same way, not all companies have well-defined career paths in their playbooks, some employees don’t know what they really want to pursue and focus on. Professional coaching can be very powerful in helping individuals define what they want, why they want it, define a clear goal, and how they should go about it to pursue their dreams and/or goals.
Team Building For Trust Building
Trust-building in international environments can be very challenging. There are 8 factors contributing to trust-building, as published in our recent article. But learning about these 8 factors is not enough. How you apply and implement them can be challenging and, sometimes, frustrating. A professional coach can help in this endeavor, curb any frustrations, reframe negative mindsets, and propel individuals to try and test new things.
Where And How To Find The Right Professional Coach
The other day, a client told me he got very overwhelmed when he first had to look for an executive coach. “There are an infinite number of executive coaches out there; how to even find the right one?” he said. That’s right; it’s super tough. There is a lot of noise in the market, and many people call themselves coaches without really providing good results or being effective.
Top 5 Tips To Find The Right Professional Coach:
Find People With The Right Experience And Certifications
Let’s be honest. There are a lot of charlatans out there. Beware: look for qualified coaches certified by accredited training and with the right experience.
How to do that? First, find their website and see what kinds of certifications they claim to have. Do they have specific coaching training and certification? Are they also certified and accredited by the International Coaching Federation?
You can gather information by also going to their LinkedIn profiles and looking for past experiences, certifications, and qualifications. An executive coach who has never really worked in the corporate field will have less understanding of your challenges than a person who has worked decades in international corporations, for example. A pro tip is also looking for them (or the companies they belong to) in the ICF Directory. We’ll get to that in a minute.
Make Sure To “Click” With Your Coach
Did you know that 81% of millennials get apprehension anxiety before finally summoning up enough courage to make a call?
Some people hate making calls with a stranger. But your professional coach is a person you will have many calls with. So, make sure you “click” with them. Most professional coaches offer free strategy calls. Take advantage of that to talk to them and see if you like them. Liking is subjective, but truth be told, you must fully feel 100% confident and comfortable opening up with your coach. So before you commit, make sure this person is right for you.
I once met a potential coach for myself who had awesome credentials and experience. Her program was quite interesting as well. But when I talked to her, I did not like her. I ended up finding a person who seemed a bit less qualified but who I immediately clicked with. This person was crucial for my entrepreneurship development at the time. Find the right person for you! I can’t stress this enough!
Select A Coaching Program That Works For The Company
Unfortunately, the same way there are many coaches out there who are unqualified and lack experience, there are many coaches out there who do not have a program and a methodology to follow. And that’s one of the reasons why they are ineffective. They think that “they’ll figure it out with the client.”
Well, this is what I think: when I am the client, I don’t want to waste my precious money on figuring it out. I want results fast. And the sooner, the better.
That’s why I recommend that you look for coaches who already have a program and methodology, such as the 4 Success Pillars In Global Leadership, to help you specifically with the solution you need. That’s why a strategy call is also remarkable: take this call to learn what their program is about, how it’s implemented, and if you can extend your agreement if needed. Many of my clients want extra support after their initial package is over, and that’s because coaching can be so powerful that they never get enough.
Have A Specific Goal On What To Accomplish With The Program
During the coaching program, you might define in more detail or even change your goals. It happens. But entering a coaching agreement without any goal or challenge in mind to tackle is madness. It’s madness because it’s like getting into the car and just driving without a destination. You’ll waste gas for nothing. Having a goal is imperative for any good professional coaching agreement.
Go To The International Coaching Federation Coach Directory
As I said before, the International Coaching Federation has many resources for people seeking coaching, one of them being a Coach Directory. In this directory, you can filter coaches from all over the world based on price, location, language, and type of coaching, amongst others. I don’t recommend just picking the first few people from there and asking for quotes, though. Ask in your community for referrals, or look for coaches who blog and distribute content and education. In a nutshell, find people who you can see what kinds of things they talk about. Use the ICF directory as a vetting process.
How To Measure Progress In Professional Coaching
The first rule of thumb for any progress is wanting to do what it takes to see one. This means the first step for measuring progress is actually getting the buy-in of the employee who will be coached.
Who does that? No, it’s not the professional coach. Would you waste money on that top-notch anti-wrinkle cream if you would never apply it in the first place? Well, maybe if you have a load of money to throw out, you would. I’ve never heard of companies that like to throw money out, though.
So the company, through the HR business partner and the employee’s manager, will have first to assess the willingness of the employee to receive professional coaching, then persuade them about the benefits.
Once an employee has agreed to professional coaching and is hyped about improving something or practicing a new skill through coaching, it’s time to define measures of progress.
Step 1: Define Goals And Measures
Meet with the employee before the start of the coaching engagement and define the goals for the professional coaching, and how they will be measured. A good rule of thumb here is to use pre and post-assessments to help measure progress. Other specific measures could be a process or even an event.
Step 2: Set Tollgates And Meetings With Your Employee
The second step for measuring the professional coaching progress is setting tollgates and meetings. In these events, you (HR manager or employee manager) will talk with the employee being coached about how they have seen progress, and use tollgates for evaluation purposes. For example, a tollgate in the middle of the engagement could be to provide a public speech if the professional coaching is about communication.
Step 3: Agree On A Final Challenge
I love to work with employees and employers who set a final challenge. This motivates everyone involved to stay on their toes and do their best. A pivotal point to mention here is that for this to go well, a few things need to happen:
- the employee must accept being challenged
- the challenge must be reasonable, and the employee must accept that specific challenge
- there must be room for negotiating the challenge during the coaching engagement
- there must be a private challenge prior to any publicly delivered challenge
Here is the thing: final challenges are meant to stimulate your employees, not make them shrink in fear and anxiety. For some people and cultures, the sound of the word challenge is already challenging enough. So challenges must be like games. And like any good game, if you fail, you can do it again. That’s, actually, the entire idea of an effective success mindset: nobody is focused on the binary fail/success but in the progress.
Also, you don’t want to hurt your employee’s reputation and pride by challenging them and seeing them getting embarrassed in public. So, be thoughtful as an HR and their manager when defining a challenge with them. Be strategic, and remember your purpose: your purpose is to develop them and make them feel even more confident.
Step 4: Communicate Employee’s Progress
It’s not enough to see your employee making progress. You have to brag about it. Yes, you have to tell everybody about the program the employee went through, what they learned, and the career consequences for them. You want to instigate other employees also to want to go through the same process, improve themselves, and create a culture of employee development in the company. So, yes, talk about it! Share in the internal newsletter, put it on the company board, and be creative about communicating and flattering your employee. Listen, professional coaching takes effort, especially when done with top-notch professionals. They will make your employee work hard. So give them the proper credit!
Final Thoughts
I could write thousands of pages about how professional coaching can benefit companies and individuals. What’s important to retain from this topic is that professional coaching can be a powerful tool for improving employee performance, employee satisfaction, employee retention, higher company profits, and safer, happier work environments.
All it’s needed is a trustworthy and competent professional with the right qualifications, certifications, and experience, with a good program and methodology, followed by a willing employee who wants to develop and grow as a top-notch professional.
If your company needs and wants a professional like this, you can book a Free Strategy Session with me. We can map out in this Strategy Session what’s going on with your business and devise the right strategies to help you achieve your organization’s goals. If you are the HR person in your organization looking for a new professional coaching supplier, we can also work as accountability partners during the coaching engagement of your employees, to help you be more effective as a business partner.
On top of that, if you are an HR or talent development expert seeking top notch training, or if you are a leader interested in developing your global leadership skills further, check out our online Global Executive Leadership Program. We go over all 4 success pillars of Global Leadership during 9 online modules.
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