I support the development of your individual potential so that you live a life full of joy. Personal coaching is a process that focuses on achieving your goals, personal development and awareness growth, removing obstacles and developing the necessary skills and strategies. The effectiveness of our cooperation largely depends on your willingness to contribute to the process, your desire to implement changes and learn from uncomfortable and difficult situations along the way. I also consider trustworthiness and confidentiality to be crucial in cooperation.
Personal development
I have permission to use the Leadership Circle Profile ™, which is a comprehensive 360° assessment tool in English, for the self-aware growth of leaders from the profession and for both personal and leadership development. LCP measures the manager's efficiency and management abilities, it also evaluates the manager's creative and reactive (mostly unconscious) behavior patterns. LCP helps a leader understand how his behavior and mindset affect team and organizational performance. It is noteworthy that in addition to detailed feedback, LCP also offers comparisons with other, more than 10,000 international drivers.
Leadership Circle Profile™ Coaching
Executive Coaching
I am the so-called developed the classic GROW coaching model developed by Sir John Whitmore as part of his training at the 2012 Academy of Executive Coaching in London. The need for this arose from real life, as, as a rule, when a person enters the process, he is confused or even deadlocked or has several issues that need to be resolved. It is important to first clarify what this more specific topic, goal or question is, why it is important to the client and what is the price of not achieving the goal, that's why I added To, or topic, finding out the topic at the beginning. I also added ME or Monitoring & Evaluation at the end of the model due to necessity. We know that plans and schemes do not necessarily come true, therefore it is necessary to analyze obstacles and success factors and evaluate results.
That
TOPIC
Setting up a precise topic, question or problem by the client
G
GOAL
A specific goal that the client wants to reach at the end of the process (or session).
R
REALITY
Examining the current situation, what has already been tried, what are the obstacles.
O
OPTIONS
Brainstorming. What are the possibilities, alternatives, who and/or what supports the client
W
WAY FORWARD
Agreeing on specific activities and schedule.
We
MONITORING
Monitoring and evaluation of progress towards the goal chosen by the client
Strengthening health and well-being Wellbeing and Health Coaching
If you need a change in your lifestyle and choices to maintain or restore your health, I will support you in increasing your self-management capacity, motivation and commitment. We focus on improving health through personal goal setting and behavior change. Such a coaching prosthesis is a support for people with various chronic diseases, stress, weight and nutrition problems, increasing physical activity, etc. in bringing healthy choices and embedding them in everyday life. NB! It is not about treatment or counseling, but primarily about examining and changing hindering thought and behavior patterns and beliefs into ones that support healthy choices.
Development of management skills
All people are the leaders of their own lives and need both self-awareness and influencing skills to cooperate with other people. Management coaching helps to develop communication skills, better understand your own beliefs and thought patterns, and it doesn't matter if you manage someone professionally or not.
Supervision
Supervision necessary for professionals and managers who work with other people. This process contributes to the increase of self-awareness, to understand one's strengths and also blind corners; offers emotional support, giving space for (recognizing) feelings and managing them, as well as reducing stress and strengthening resilience, and supports professional development through (re)discovering motivation and keeping a healthy distance from work.
Client and context (Focus on working with the client):
The relationship between the supervisee and his clients is explored.
The focus is on how the supervisee understands and works with their clients, and what the client's needs and goals are.
Interventions and strategies of the supervisee (Focus on work):
The focus is on the methods and techniques that the supervisee uses in their work.
It is analyzed how effective and relevant the supervisee's interventions are for the client.
Supervisor - client relationship (Focus on work relationships):
The relationship and dynamics between supervisee and client are explored.
How these relationships affect work process and outcomes are discussed.
The supervisee's own processes (Focus on the supervisee's own experiences):
The focus is on the supervisee's own emotions, thoughts and reactions.
It examines how the supervisee's personal experiences and internal processes affect his work.
The relationship between the supervisee and the supervisor (Focus on the supervision relationship):
The relationships and dynamics created during supervision are analysed.
How this relationship affects the supervisee's learning and development is discussed.
The supervisor's own processes (Focus on the supervisor's own experiences):
The supervisor's own feelings, thoughts and reactions during supervision are explored.
The focus is on how the supervisor's personal experiences influence the supervision process.
Context of supervision (Focus on systemic context):
The broader context of supervision is considered, including the organizational, cultural and social background.
It discusses how these factors affect both the supervisee and the supervisor and their work.
Supervision is a systemic process that is well described by the “Seven Eyes Model” developed by Peter Hawkins and Robin Shohet. This model provides a comprehensive and structured approach to supervision, where each "eye" represents a specific perspective or focus during supervision: