At the heart of today’s organizational challenges, individual coaching aims to support the achievement of meaningful objectives, bring clarity and purpose to action, overcome obstacles, strengthen accountability and reinforce personal impact and confidence.

It is a focused and time-bound development process, anchored in the present and oriented toward action. Its purpose is to create a supportive environment for growth, enabling individuals to unlock their potential and enhance their performance.

Through the coaching process, and through the coach’s posture and questioning, new perspectives emerge, alternative options are explored and different ways of understanding situations are revealed. This opens new paths that enable individuals to identify their own solutions, implement concrete performance improvement plans, overcome barriers to their development, and acquire new skills and capabilities. In this sense, coaching is a pathway toward greater autonomy and freedom.

Who is it for?

Individual coaching is designed for professionals at all levels of the organization who are navigating change, facing high-stakes challenges, or addressing strategic, managerial, relational or intercultural issues in a perspective of sustainable growth and performance.

Whether they are senior executives, managers, team coordinators, or leaders of technical or commercial projects, our ambition is to support them in the full complexity of their environment and help them implement their own performance model, aligned with their objectives and grounded in greater autonomy and accountability.

What is it for?

Developing managerial and interpersonal capabilities
Challenging existing practices and redefining priorities
Strengthening leadership presence and influence
Transforming communication and relationships
Achieving a new level of performance

Practical framework

The individual coaching process is structured as follows:

Exploratory Phase - Initial Contact

An initial discussion with the sponsor to understand the context, expectations and objectives of the proposed engagement. This is followed by a non-binding exploratory meeting with the future client to confirm mutual willingness to work together.

Pre-Engagement Phase - Kick-off Meeting

A three-way meeting involving the coach, the sponsor and the client (and, where relevant, the client’s manager) to clarify and formally agree on the coaching objectives, including success indicators.

During this meeting, the coach presents the coaching framework, ethical principles, particularly confidentiality, as well as practical arrangements regarding location, attendance and mutual commitment.

Following this discussion, a formal agreement is submitted to the relevant parties. This is a means-based contract defining the framework, objectives and operating principles of the engagement.

Operational Phase - Coaching Sessions

The number and duration of sessions are agreed during the kick-off meeting. Sessions are typically scheduled every two to three weeks and focus on situations selected by the client.

Depending on the topics addressed, the coach may use strategic questioning, reflective dialogue, exploration of mental models, systemic perspectives, feedback, structured frameworks or action planning. Sessions generally open with a review of actions and progress since the previous one, followed by clarification and analysis of the current topic, new perspectives or frameworks, and close with feedback and the definition of next steps.

Closing Phase - Review Meeting

A final three-way meeting allows stakeholders to review progress achieved and, where appropriate, define an action plan to sustain the benefits of the coaching over time and support continued development.

Sessions take place in a setting that ensures comfort, confidentiality and the freedom to reflect (outside the client’s workplace). For greater flexibility and convenience, some sessions may be conducted remotely via videoconference.