What is the role of the HR director, manager, coach and coachee in the preparation and conduct of a individual coaching in order to multiply its impact? Gaëlle Coqueblin, executive coach at Talentis, gives us the keys to well-conducted coaching.

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Why has individual coaching become essential?

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Gaëlle Coqueblin: The idea is to change the “pair of glasses”, to broaden your vision in relation to Coaching. Because coaching has become essential for the company, and the evolution of its coworkers. And because the company is concerned globally.

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‍How do you choose the “right” coach?

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‍The HR director has a development and talent strategy. He will think about his needs. He will be interested in his certifications, his supervisory practice. Does he need, for his collaborator, a individual coaching to help him find solutions to possible difficulties, a job opening? A change in his business? Each project corresponds to a Type of coach.

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‍How should the coachee prepare for their sessions?

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‍She must, beforehand, think about the issues encountered in his daily life, and consider shares to be put in place to act more effectively. By agreeing to be coached for Make progress within the company, she will agree to ask herself more questions, to understand the different stakes, to identify the possible hardships. What can we do to make things change? It's in herself that she will find the resources she will need.

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‍How are coaching sessions set up?

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‍Before the coaching starts, a tripartite meeting brings together the coached, the manager, and the Coach. Here, the aim is to conduct a scoping session in order to clearly and explicitly share what is expected from coaching. Then, of course, will take place the coaching sessions strictly speaking between the coachee and the coach. Finally, a closing session will once again bring together the three stakeholders during which the coachee will be able to express themselves on the progress made, their evolution, the answers she will have found in relation to her problem... The N+1 will be attentive to the follow-up of the objectives defined at the beginning. So the coach is a facilitator between the N+1 and the coached person... Absolutely. This means, in particular, that he acts transparently with the company, the N+1 and the coachee. The coach remains the guardian of the process put in place, but obviously not of the content.

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‍What happens when the coaching is over?

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‍At the end of the coaching sessions, the coach gives “the keys” back to the line manager. A new tripartite meeting makes it possible to take stock of the sessions and to share experiences. Obviously, while the coach acts transparently, he is also bound by confidentiality. In September, Talentis will launch Click & Coach, a digital coaching platform. It allows you to choose your coaching themes, your coach and your sessions independently.

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Can you tell us more about it?

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Click & Coach meets a demand for greater flexibility. It allows all the talents of companies to be Accompanied in a simple and flexible way by a coach. It offers employees the guarantee of professionalism of Talentis coaches combined with the modernity and agility of a digital platform. It is primarily aimed at coworkers who want to be able to plan their coaching sessions by connecting directly to the coach's agenda. Click & Coach is a tool easy to fly, which follows the employee in his activity.

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Click & Coach