Individual coaching: why is it a key development driver for your managers and managers?

Faced with the accelerated dynamics of the markets and the increasing changes in working methods, it is urgent for managers and managers to work on their ability to adapt and to broaden their range of soft skills skills. In this context, individual coaching is emerging as a particularly suitable and effective tool.

The increasing use of this modality is confirmed by the latest report by the OPIIEC (Observatory of digital, engineering, consulting and event professions): 87% of professional coaching is individual coaching. This personalized approach to professional development offers not only an opportunity for professional growth, but also a path for more personal development.

Individual coaching, with its tailor-made approach, is designed to meet the unique needs of each individual. As an HR Manager who wants to support your managers and managers in the development of their leadership, communication or change management skills, you will find everything you need to know about individual coaching in this article.

Let's explore together the many benefits of individual coaching by highlighting how it can transform your organization by significantly improving the performance of your leaders.

Individual coaching: what definition?

Individual coaching is a tailor-made support approach focused on improving the skills, performance and often well-being at work of the individual, often integrating personal but above all professional aspects. This process, based on close collaboration between a professional coach and his coachee, focuses on identifying and achieving specific goals. These goals may relate to personal development within a function, career advancement, or the management of challenges encountered during a career.

Individual coaching sessions are characterized by the use of techniques such as in-depth questioning, active listening, simulation and feedback. These methods are used by the coach to encourage deep thinking, stimulate self-discovery, and support the coachee's professional development. The focus is on achieving concrete and measurable results, adapted to the unique needs and aspirations of the coachee.

The framework for individual coaching is defined by strict confidentiality and respect for ethical principles as defined by the ICF (International Coaching Federation), guaranteeing a safe and respectful environment for coachees. This personalized approach guarantees the uniqueness and effectiveness of each coaching journey.

In what situations should individual coaching be used?

In today's demanding and constantly changing professional world, individual coaching is proving to be a powerful tool to support the development of professional performance.

Here are several situations where using individual coaching is particularly beneficial:

• Develop your leadership:

Cultivate your strengths, know and identify your areas of vigilance and establish an action plan to progress. This includes seeking to deeply understand your leadership style, working to improve your communication skills, and your ability to motivate and inspire your teams.

• Succeed in taking office:

According to a study by Harvard Business Review, 40 to 60% of new jobs fail within 2 years. Facilitating and securing the transition to leadership and management roles is therefore a key challenge for organizations. Working with a professional coach makes it possible to strengthen the key skills necessary for the success of taking office: verifying the expectations of your hierarchy, forging strategic links with your environment, resisting “diving” directly into action...

• Optimizing your time and professional organization:

Improve efficiency, performance and peace of mind through better management and better prioritization of tasks, projects and agendas.

• Managing stress and energy:

Identify sources of stress, discover ways to draw on resources and consider strategies and scenarios for success or failure.

• Optimizing its impact and influence:

Improve your speaking skills, increase your impact and respond effectively to objections. Improve your abilities to communicate effectively through the verbal and the non-verbal and to negotiate in complex situations.

• Managing in complexity:

Make decisions, manage and build trust within the team in all situations. Coaching offers support to manage pressure, make thoughtful decisions, and maintain a positive and proactive mindset.

• Develop your resilience capacity:

Be supported in the analysis of your experiences, emotions, and spaces of freedom of action and influence, in order to better bounce back

• Develop self-confidence and assertiveness:

Coaching can help develop self-confidence and assertiveness, which are key skills for effectively navigating professional environments.

What are the benefits of individual coaching?

Individual coaching offers a multitude of significant benefits for talents seeking to maximize their potential:

• Self-knowledge

The first significant advantage is that individual coaching facilitates a better understanding of yourself. Through the coaching process, talents gain visibility on their strengths, weaknesses, values and motivations, which makes it possible to focus their career more effectively in accordance with their true professional identity.

• Improving performance and productivity

Coaching helps to set clear and achievable goals, while providing the tools and strategies needed to achieve them. This leads to a significant increase in work efficiency, better time management and a reduction in stress, thus contributing to a more balanced and satisfying work environment.

• Career progression

By working with a coach, individuals can identify and overcome obstacles that stand in the way of their advancement, explore new career opportunities, and develop an action plan to achieve their career aspirations. This individualized approach ensures that each individual can successfully navigate their career trajectory, thus achieving their full potential.

What type of individual coaching should you choose?

For the person being accompanied, whether it is distance or face-to-face coaching, the choice of modality has no real influence on the coaching performance. Indeed, regardless of the modality chosen, individual coaching must allow talent to reach their goals.

What will make the difference are the wishes of the people being accompanied. Do they prefer to be coached in person in an office to change the setting, or do they prefer to follow their session remotely for convenience?

Some people find it advantageous to be able to see their coach in person, because it offers them an opportunity to distance themselves from their usual professional environment. Conversely, some people will prefer the flexibility and adaptability of distance learning to carry out their coaching.

What will make a difference, on the other hand, is the use or not of a remote coaching platform by the company that wishes to support the development of its talents. Indeed, as we pointed out in a previous article, you need to know how to differentiate between the simple fact of being coached remotely (video, telephone) and the fact of having access to a remote coaching solution. The remote coaching solution, namely platforms, allows companies not only to support a large number of leaders at the same time, but at the same time to provide them with a content library, a “chat” solution with the coach, and other functionalities. This is particularly the case with the Click & Coach solution, offered by Talentis, which offers companies and talents an enriched coaching experience.

What are the different stages of individual coaching?

To illustrate the different stages of individual coaching, we invite you to discover the methodology developed by Talentis in 4 phases:

• Customer meeting and brief

We start with a brief to fully understand the context, challenges, and goals of talent. Based on this, we suggest 1 or 2 professional coaches from our community who would have the profile to meet the specific needs of this coaching.

• Discovery meeting

The manager or manager accompanied meets with the proposed coach (s). This stage allows talent to select the coach with whom they feel most in sync. Together, they specify the objectives and define the success indicators prior to the tripartite interview.

• Initial three or four part interview.

The initial meeting aims to align all the parties: the coachee, his manager and/or an HR Manager, and the coach. The purpose of this interview is to define the objectives, expectations and indicators of success, leading to the signing of a coaching contract: objectives, modalities, expected results. This interview aims to ensure a common understanding, facilitate the organizational support of the coachee, and establish a clear framework for coaching, thus promoting the effectiveness and success of the process.

• Coaching session

On average, a program includes about 8 sessions lasting 1.5 hours each, spaced 2 to 3 weeks apart, depending on the goals set. The number of coaching hours and the number of sessions is very flexible and adapted to each individual. If necessary, an inter-sessional quadripartite meeting can be organized to take stock.

• Final three or four part interview

The final meeting is devoted to the evaluation of the results obtained, with an exchange on the progress of talent in relation to its initial objectives, the evaluation of key learnings and cross-feedback.

How do you choose your coach?

Choosing a coach involves taking into account the specific needs of the individual and the challenges they face. It is important to choose a coach that is not only experienced and qualified, but also in line with the coachee's personal and professional development goals. It is essential to seek a coach who can offer tailored support and advice, drawing on their expertise and experiences to facilitate growth, leadership development, and managerial transformations.

As for the future coachee, he will be offered one, two or three coaches, selected beforehand, among whom, according to his needs and feelings, he will contact one of them.

At Talentis, we select our coaches according to very specific criteria, thus ensuring that all of them meet the highest criteria in the profession, being among the top 2% of certified professionals.

They have at least 5 years of practice or 1000 hours of coaching, 10 to 15 years of experience as a manager/manager in large groups, are graduates of a recognized coaching school, are supervised regularly and speak 2 to 3 languages. So we are committed to offering the best professional coaches on the market.

Individual coaching is a fundamental pillar in today's professional world, a real catalyst for personal growth and organizational success.

At Talentis, we are convinced and witness the transformations made possible by individual coaching, a conviction reinforced by the successes of those who have chosen to engage in this coaching journey.

Individual coaching offers an adapted and tailor-made response to a variety of professional challenges, whether it is a question of refining your leadership skills, navigating through career transitions, optimizing your organization, or even mastering stress management. Our methodology, structured around four key phases, ensures consistent and measurable progress towards the defined objectives, framed by a relationship of trust and confidentiality between the coach and the coachee.

By investing in individual coaching, leaders are committed to a path of self-improvement and effectiveness, opening the door to renewed professional and personal satisfaction.

At Talentis, we are committed to supporting our customers at every stage of this journey by helping them transform their ambitions into tangible successes. Individual coaching is not only an approach to professional excellence; it is an invitation to explore and realize one's full potential, thus marking a decisive step in everyone's professional and personal career.