Services that drive at measurable results
Training Programs
Collaboration for Competitive Advantage (Max Collaboration ROI) for management teams, expert, and project teams.
FAQ 1. What is the concrete ROI and benefit of management team coaching?
The return on coaching is directly visible in faster strategy implementation, better decision-making and smoother collaboration across silos. In coaching, we utilize Patrick Lencione’s Five Behaviors™ model, which helps us build a unified and effective executive team through five critical success factors: trust, conflict, commitment, accountability and results. When the executive team’s mutual trust improves, meeting time becomes more efficient, wasted energy is reduced and decisions are truly driven to completion.
FAQ 2. How much time does coaching require from the executive team?
We understand that your calendars are already full, so the process is designed to be very efficient. A typical coaching process includes 2+1+1 coaching days over a 6-month period. The work done between meetings is directly integrated into the executive team’s daily routine and existing meeting practices – so we don’t create a new reporting burden, but rather improve what is currently being done.
FAQ 3. How do we ensure that the learning is permanently transferred to everyday practice?
We do not believe in mere inspirational lectures. We commit the management team to Lencione’s five-dimensional continuous development, where concrete, measurable experiments are agreed upon in each workshop by the next meeting. The coaching always includes monitoring and sparring support between meetings. In addition, the management team updates its own rules of the game and meeting structure, which ensures that new ways of working remain a permanent part of the company’s management system.
FAQ 4. Do you have experience with our situation?
We always tailor the coaching to your organization’s current situation. We use the Workplace Big Five® personality profiles to identify the natural tendencies, strengths and stressors of the management team members. This tool, based on modern and researched psychology, ensures that the coaching is tailored to your team’s dynamics, personalities and industry challenges, whether it’s growth or some other phase of change.
FAQ 5. How much does executive coaching cost and how is it priced?
Coaching is always priced as a fixed project price, based on the scope of the process and the size of the executive team. This ensures that your budget is kept and there are no surprises. A typical, six-month-long, comprehensive development process requires an investment of 20,000 – 25,000 euros (+ VAT). This price includes everything: an extensive initial assessment, certified Workplace Big Five® personal profiles and The Five Behaviors® team assessments for the entire executive team, coaching meetings, materials and a final evaluation of the process.
Collaboration for Competitive Advantage, Premium Update (Exclusive access for MCR certified teams)
Team Coaching (ICF certified)
The coach guides the process without giving ready-made answers. Coaching as a method helps the team to find their own solutions through reflection.
Team coaching is a partnership-based, creative and reflective process. Its goal is to develop team dynamics, relationships and joint activities so that the team achieves its common goals and maximizes its potential.
Team coaching is a great way to increase work well-being and productivity when there is a need
- to strengthen common purpose and goals
- to help identify dynamics, improve interaction and resolve conflicts
- to strengthen trust and cooperation between team members
- to promote self-direction
Executive Coaching (ICF certified)
In executive coaching, the coach guides the process without giving ready-made answers. Coaching as a method helps the leader find their own solutions through self-reflection.
One-to-one coaching is a process that awakens the client (coachee)’s own thinking and creativity to achieve their goals. The method is based on eight defined core skills, including building trust, presence, active listening and raising awareness. ICF coaches are committed to strict ethical rules, which ensures the client a professional and safe space to think.
Executive coaching often aims to deepen self-knowledge, expand thinking, strengthen leadership skills and improve business results. We utilize the WorkPlace Big Five Profile™ in our programs.
FAQ 1. What is the return on investment (ROI) of executive coaching?
Coaching improves business results by developing the decision-making ability, stress management and ability to engage others of a leader, entrepreneur, venture capitalist. Studies (e.g. ICF) show that coaching returns the investment on average many times through improved productivity. The direct benefit is seen in the faster implementation of strategic goals.
FAQ 2. How long the process lasts and how much time does it take?
A typical executive coaching process takes 6–9 months. Schedule: There are usually meetings 1–2 times a month, and one session lasts 90–120 minutes. The coachee spends about 2–3 hours a month, including everyday experiments, so it fits into a busy schedule.
FAQ 3. Does coach’s personality and expertise fit our needs?
This is ensured by a free initial assessment (Transfer is free, late cancellation €300 + VAT), also called a chemistry session before the official start. The executive coach has a solid business background and extensive experience in sparring with senior management. Professionalism is verified by international certification (ICF PCC). In practice, this means that paid executive coaching has been made in the four-digit number.
Our coaching philosophy has been proven to work well in coaching senior management, entrepreneurs, venture capitalists and ex- athletes. We use, among other things, systemic, cognitive and narrative coaching to strengthen the deepening of thinking. We easily see people’s potential, but we work strongly with current realities. We believe that true commitment to growth comes from a person being heard, understood and valued with a safe, positively challenging thinking partner. Growth comes from agreeing to see what is inside us.
FAQ 4. How do we measure the coachee’s development and change?
Change is measured by comparing the initial situation to the end result of the process, both qualitatively and quantitatively. Self-assessments are used at the beginning and end, as well as possible feedback surveys. At the beginning of the process, the coachee sets measurable behavioral goals, the implementation of which he or she monitors and which are reviewed together.
FAQ 5. How are confidentiality and reporting balanced?
The content of the discussions is 100% confidential between the coach and the coachee. If the ordered is different from the coachee, only a progress of a process (number of meetings) and an achievement of the goals are reported, not substantive matters. An NDA is always drawn up at the beginning of the collaboration and strict ICF ethical principles and conditions are followed.
FAQ 6. In which situation are we particularly suitable?
For people who need a truthful, confidential connection. You are someone whose work requires high emotional regulation. You are in a role that requires strong intuition in decision-making. For people who carry a lot of responsibility very alone. For people who are planning or who are already going through the legal process. For people who have a constant requirement for the ability to think more broadly, far ahead. For people who work with high-risk challenges.
You want one of these:
- To stop and think what this phase has come to teach you
- To consciously choose to make situational interpretations that improve performance
- To not be provoked
- To not have your boundaries shaken without feeling guilty
- To not let the appreciation you receive from others become more important than what you value in yourself
- Clarity, clarity in the midst of drama
- To stop explaining and step forward more confident in your intuition
- To ensure that you have enough vitality for high-quality thinking from the perspective of your role
Workshop Facilitation
Facilitating comes from the Latin word facilis, which means “easy”. Workshop facilitation is the process of facilitating the work of a group so that the set goal is achieved as smoothly and inclusively as possible.
The facilitator is responsible for how the work is done, but usually remains neutral regarding the content itself. Unlike in coaching, the facilitator can also consult if requested. The facilitator’s responsibility is to enable discussion, keep the group on schedule, focus on what is essential and achieve concrete results.
The facilitator ensures that everyone gets their voice heard and the group’s potential is maximized. Workshops always have a clear goal, such as solving a problem, generating new ideas or clarifying a shared vision.
Key note speeches & webinars
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