In the English language the word coach has several meanings, amongst which: carriage, (car) bus. As a coach, I see myself as such a vehicle. Clients approach me because they want to get ahead but fail to succeed for a number of reasons. Together, we investigate exactly where it is you are heading and what your (coaching) goals are. Then I outline a possible route to choose. If you agree, we then travel together from A to B. Upon arrival at point B, we part ways and say goodbye. The goal is reached. You step out of the coach(ing relationship) and continue further on your own strength.
On this journey I will help you to ask yourself the right questions. I won’t give you solutions, answers, tips or tricks; however tempting as that may seem to both of us. What I do instead is be "lazy" and "stupid". This means that I focus on asking questions that get you to work, while remaining "lazy" in the meantime. Not because I want to be so lazy, but because I believe that no one but you can find the answers to your questions because they are locked up within you. I cannot access that place, simply because I’m not you.
I use the space I have during this "laziness" to consciously observe what happens to you, to me and between us. It helps me to have my head as empty as possible. I observe from a place of curiosity, without assumptions or judgement. That's what I mean by being "stupid."
During a personal intake interview, I examine your development question and your coaching goal (free of charge). What is it you want to achieve and what is stopping you from getting there? Based on this conversation, I will make a proposal in which I describe the current state (point A) and the situation you are aiming for (point B). I give my view on your question and I describe the most suitable approach to answer the development question plus the duration and costs of the coaching process. This will of course be done in consultation with your organisation, for example, your manager and / or an HR contact person.
Our meetings take place at my practice in Huis ter Heide. After each session you will send me a reflection. In addition, you usually receive an assignment. Examples of such assignments are: trying out new behaviour, keeping a log, collecting feedback in the environment, creating a poem or drawing, reading a book or watching a movie. Of course we can always (video)call or email in the meantime.
On average the coaching process lasts up to five or six two hour sessions. Coaching questions that require more time are often more appropriate for a different type of practitioner (for example, a psychotherapist, psychiatrist, haptonome).
The last half hour of our final session is reserved for evaluation of the complete coaching course. Together, we will rewind the movie, so to say. We look at the steps that have been taken, then we check (again) to see if the agreed goals have actually been met and, if necessary, we make an arrangement on how best to keep hold of your insights and intentions in the future.
In case your manager or HR-contact person appreciates being informed by me (always together with you!) about the progress and/or the outcome of the coaching, we can make further agreements on that.
In case you still have further questions, or simply have something to share, I will remain available once the assignment has been completed. Additionally, I will, after about six months, get in touch to hear how you are doing.