Coaching in the corporate world

You have probably already heard of it. You may still have a few questions about deploying this approach. A real-life example is therefore better than too much theory! For this reason, we would like to share with you a situation in which OTP was recently involved.

The starting point

The HR department of a large organisation, operating in a complex and demanding international environment, contacted us with a specific objective. Within their management team, one manager stood out for his very direct and analytical management style. This is useful in the context of his responsibilities, but also creates real problems in terms of communication with his team and within the organisation itself. Highly committed, he struggles to take a step back in many situations. As a starting point, we met with the management team to clarify and understand the situation and the issues at stake. The aim was to identify the specific requirements of this particular situation.

The coaching process

From the very first session, our work focused on developing the ability to take a step back. Challenged on his practices and the results obtained, the manager quickly realised that by adopting a more global perspective on the challenges he was facing, he would obtain better results. He was soon able to see the positive effects. At the same time, we used an HBDI © (Herrmann Brain Dominance Instrument) assessment to gain a deeper understanding of his own way of functioning and that of others. The HBDI © assessment enabled the coachee to gain a better understanding of his cognitive preferences, as well as those of his colleagues. By identifying his comfort zones, as well as the aspects that were less natural for him, he was able to adapt his communication and leadership style to improve his interaction with the different personalities in his team.

We then worked on the impact of his communication. The coached manager had been perceived as distant and sometimes insensitive in the past, while he himself had a completely different perception. He adapted his approach to the different personality types that had been identified using the HBDI ©. He learned to defuse and manage conflicts with new efficiency. At the same time, he strengthened his interpersonal relationships. His behavioral changes all led to visible results immediately.

As the coaching progressed, we also introduced decision-making tools. These tools, tailored to his situation, enabled the coachee to develop a more nuanced decision-making process that combined detailed analysis and strategic vision.

The approach used by OTP

The coaching process followed a structured yet flexible methodology. This allowed the coaching sessions to be adapted to the changing needs of the manager. Each session included the analysis of specific situations and the reflection on how to approach the current challenges. Using the results of the HBDI © assessment was crucial in tailoring our approach to the coachee and thereby maximizing the benefit of the coaching. The tasks between sessions allowed the coachee to test new behaviors in real-life situations and return with the resulting feedback.

The process was framed by various sessions in a tripartite setting with the coachee, the HR manager and the OTP coach. The session at the beginning of the coaching was used to set goals together. The session halfway through the process was an initial review of the situation (after just four sessions). The process ended with a final session to evaluate the path travelled and determine the next steps to ensure sustainable success.

Results and added value of the development coaching

The results were significant. The manager has positively developed his leadership skills by becoming a considerate leader with a behavior adapted to the situation. The use of the HBDI Assessment © has enriched his understanding of team dynamics, which has led to better communication and collaboration with those around him. 

The behavioral changes made have had a direct impact on the group dynamics in his team, improving collaboration and productivity. Ultimately, he has also increased his work and decision-making efficiency.

The coaching has strengthened the coachee’s ability to operate in complex environments with a “macro” view. At the same time, he has maintained his ability to “micro” analyze. This development not only benefited his career, but also brought significant added value to the company due to optimized decision-making processes and a more positive and inclusive corporate culture.

This case study illustrates our approach to management coaching:

“A focused personal development support that turns challenges into growth opportunities, both for the coachee and the company.”

Do not hesitate to contact us so that we can work with you to develop the solution that suits you.

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