Consulting Services

Support and coaching

Our team of coaches has a wealth of experience in supporting entrepreneurs, business leaders and companies, helping them to overcome challenges, build confidence, and achieve success. We implement customized coaching tools, techniques, and programs aligned to your specific objectives and unique needs.

Support and coaching

Approach

  • Kick-off meeting

    This meeting aims to familiarize the coach with the context surrounding the development needs, as well as their background. It will also be used to identify the needs and objectives of the coached person’s manager.

  • Tripartite meeting 1

    This meeting aims to clarify the objectives of the coaching process in the presence of the manager, the coachee, and the coach. It provides the coach with the opportunity to:

    • Get to know the coachee and their manager;
    • Assess the manager’s perception of the coachee’s development needs;
    • Validate the coachee’s perspective and identify their needs;
    • Highlight differing viewpoints, if necessary, in order to align perceptions;
    • Establish the coaching partnership.

  • Tripartite meeting 2

    This meeting takes place midway through the process and aims to validate whether the objectives identified at the start of the coaching engagement are still relevant and, if necessary, to make adjustments. It also allows the coachee to inform their manager of the efforts made and the progress achieved. This is an opportunity for the manager to provide feedback to their employee and offer recognition, if deemed appropriate.

  • Tripartite meeting 3

    This meeting aims to take stock of the coaching process between the coach, the coachee, and the manager. The coachee shares their progress since the second tripartite meeting and outlines their overall development journey. They explore possible next steps and opportunities for continued development. It is also an opportunity for the coach to share their perspective on the coachee’s progress and to gather the manager’s feedback.

  • Coaching sessions

    The sessions are 2 hours in duration (1 hour and 30 minutes for the meeting, plus 30 minutes of preparation) and are held every two to three weeks. We propose 10 coaching sessions spread over a period of 6 to 8 months. The frequency of the sessions is determined jointly by the coach and the coachee, while ensuring that no more than four weeks elapse between sessions.

  • Submission of the process summary report

    A summary of the coaching sessions will be submitted and will include the dates, stages, and general topics addressed, as well as an assessment from the coachee, the coach, and the manager. It should be noted that specific discussions will not be reported in the document, given the confidential nature of the coaching sessions. The coachee will review and validate the information contained in the report prior to its submission.

The coachee’s responsibilities

  • Commits to achieving the objectives pursued as part of the coaching process
  • Takes responsibility for their own development and actively participates in the coaching process
  • Shares reflections, feelings, opinions, and observed facts with the coach throughout the different stages of the process
  • Demonstrates transparency and rigor in their coaching journey
  • Seeks support and feedback from their immediate manager
  • Is responsible for their own success and for achieving the established objectives
  • Listens to the coach’s suggestions and chooses which ones to adopt based on their judgment and preferences
  • Identifies the solution(s) they wish to pursue, formulates action intentions, and takes action
  • Identifies available resources and means to achieve their objectives
  • Implements the planned development actions
  • Assesses their progress throughout the process
  • Proposes improvement scenarios

The coach’s responsibilities

  • Guides and facilitates the coaching process
  • Understands the objectives and expectations of the coachee and the organization
  • Establishes a clear mandate and working framework with the coachee and the organization
  • Respects ethical standards and the confidentiality of exchanges
  • Agrees on a coaching partnership with the coachee by clearly defining the roles of each party, as well as the coachee’s responsibilities
  • Builds a relationship of trust
  • Provides a framework in which the coachee is recognized for what they think and believe
  • Demonstrates active listening and attentiveness, and reframes statements when needed
  • Sets the foundation at the beginning of sessions by stating objectives and clearly defining progress indicators with the coachee
  • Promotes the coachee’s success and the achievement of their objectives
  • Allows the coachee time to reflect on the information presented or on what has occurred, so they can form their own perspective
  • Makes requests, asks impactful questions, challenges the coachee to step outside their comfort zone, provides feedback, highlights blind spots, and broadens the coachee’s perspectives through powerful questioning
  • Challenges the coachee
  • Provides general guidance while allowing the coachee full autonomy regarding the means considered
  • Proposes effective methods and strategies aligned with best practices in management and leadership
  • Suggests relevant reading materials

Accreditation by the Commission des partenaires du marché du travail

Actualisation is accredited by the Commission des partenaires du marché du travail. We will issue certificates of attendance, provide the required documentation, and be responsible for participant evaluations and evaluation reports. We will produce a report after each training module containing the trainer’s observations on the group’s level of competency mastery, followed by recommendations.

Contact us

Contact us today to discuss your specific needs and schedule an initial consultation.

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