coaching, mentoring and counseling

coaching, mentoring and counseling

pdp provides bespoke coaching, mentoring and counseling support programs for managers and business professionals at all levels of hierarchy, for international organizations, non-governmental organizations, as well as financial and public service institutions.

these programs are available in the following key situations:

  • starting a new job
  • skills development
  • going through difficult times
  • coping with change

 

at pdp, coaching, mentoring and counseling is a partnership through which we seek to support, guide and stimulate individuals and teams towards reaching their goals and unleashing their potential.

this approach is applied with respect and goodwill and enables the development of interpersonal skills, the optimization of performance, and an all-round improvement that benefits the employer.

professionalism, skills, and an interdisciplinary approach are the core strengths of our certified coaches. In our opinion, each individual is unique. accordingly, we adapt our approach to each candidate and client. We welcome each of them, take the time to listen, and build a meaningful relationship with them.

see our coaching programs below

leadership coaching

managing the organizational complexity, including change management, requires any executive to think thoroughly about all the skills necessary to develop their ways of working, their leadership, their strategic vision and their self-perception. pdp is one of the key players in the market that provides solutions to these complex issues at all levels of hierarchy.

thanks to the experience and proven expertise of its coaches, pdp makes a difference by helping your executives, managers and high-potential individuals to rapidly take control of their role in a changing, complex and multicultural environment. our approach yields lasting results, regardless of the economic sector.

we work on your executives personal, managerial and leadership skills, depending on their position within the organizational hierarchy. accordingly, we offer three distinct levels of coaching:

  • level 1 – potential: he/she is in charge of a team of 3 to 12 people. you expect them to gain between 6 and 18 months in their managerial development and to learn the behaviors needed to move on to the next level.
  • level 2 – manager of managers: he/she is in charge of supporting level 1 managers. their working environment is changing radically as part of your organization's strategy. nevertheless, you expect this change to be managed without a hitch, despite the challenges of a multidisciplinary and multicultural setting, sometimes across multiple sites.
  • level 3 – executive: he/she is a chief executive of a profit centre, a head of service or a head of department. this individual is looking for an external counselor who will help them test their strategies in a confidential manner and increase their internal and external impact.

team coaching

there is increasing demand for team coaching from our clients, be it to help team members find a better way of working together, or to develop their potential, productivity or creativity even further. by providing executive committees, operational teams and project teams with our support, we have gained extensive experience in team coaching and in facilitating group workshops.

coaching and facilitating emergence workshops

our emergence workshops are designed to support a team throughout their innovation process. we use creativity and collective intelligence tools and put teams to work on the basis of real-life situations. we work to come up with new ideas and assess their feasibility in order to identify possible and realistic outcomes.

360° Coaching

360° Coaching gives us all-round visibility with regard to the coachee's situation. it is usually requested by executives who wish to collect feedback from all their team members in order to identify the key issues that need improving.

the first phase is one of introspection and involves analyzing the coachee's situation, profile, activities, and style. it also comprises a series of reflections about their goals and expectations. this phase seeks to:

  • establish the coachee's understanding of the goals of the coaching session(s);
  • discuss to what extent the company's expectations for the coaching match with those of the coachee;
  • work on the coachee's interests and motivation related to their current position and responsibilities.
  • set out the skills necessary for the coachee to reach their goals and for their performance in their position.

the second phase is dedicated to perception gathering. this phase is about asking key members of the coachee's team to describe how they see the coachee and the professional relationship they have with him/her. the goal is to allow them to talk openly about how they would ideally work with the coachee; not only regarding what they expect of him/her, but also what they would suggest to contribute at their own level. this is important because everyone must accept that the relationship is based on the efforts and behaviour of both parties involved.

the third phase focuses on putting into place a range of concrete actions which will allow the coachee to respond appropriately to different situations that could arise in the scope of their responsibilities. this phase will be based on the outcome of the analysis obtained in phase 1, and the data collected in phase 2. additionally, it will draw upon a selection of experiences that will serve as “case studies” to develop the behavioral skills that are underlined in this coaching process.

project governance, coaching and mentoring

what is project governance coaching? it is the communication and human interactions needed when a project suffers setbacks. it is not technical, nor is it project management training.

projects are built of commitments of different nature: timelines, budgets, quality, etc. these commitments are subject to unforeseen circumstances. these are frequent problems, but trying to solve them with technical training of software tools does not work. indeed, these technical approaches don’t focus on the actual cause, interactions between people.

the key solutions are communication (especially informal communication), interpersonal relationships and commitment. project governance coaching will help you deal in the long run with situations where things may potentially go wrong. it is all about anticipating. the coach will help the project team and project manager to develop and use these skills.

what outcomes/results can be expected? a successful project and effective team building.

  • delivery of the project within deadlines, within budget and in scope;
  • maintain the team's dynamics in order to establish solid, long-lasting trust;
  • projects that reinforce the interactions between organizations, suppliers, and clients as well as strengthen their skills.

what role does the coach/mentor play? they share their experience and build up a strong partnership.

  • the coach commits to guide and support project managers and their partners and close colleagues by:
  • having one or two introductory face-to-face meetings;
  • making support phone calls (for example on a daily basis, twice a week, for 30 minutes);
  • holding face-to-face meetings in person if necessary;
  • organizing other operational processes (a personality profile, for example).

including, of course, everything that may help to find resources and delegate tasks.