GoConcept

Organizational coaching offers a new approach to organizational development

Our clients turn to us because through our dialogue-based consulting we help them build commitment, loyalty, trust, a shared vision, organizational identity, and organizational culture.

We work with a dialogue-based approach

Challenging organizational problems can be changed with a dialogue-based approach affecting the social, emotional, and human dimensions. Change will actually take shape in the process of conversation among people.

We give you space

Today, organizational change will not succeed simply by publishing the management strategy and expecting it to be realized. Changes occur when workers begin thinking about the topics themselves, changing their opinions, creating different interpretations, and thus becoming the “hosts” of change. Changes can therefore be made more effective by giving space to organizational dialogue related to transformation.

We affect the whole organization

Dialogue-based methods bring a paradigm shift to the organizational development process as it’s necessary to affect the social, emotional, and human dimensions to make organizational changes come true.

For whom?

Organizations in change which think in terms of processes and systems.

How does it work?

The organizational coaching process requires a commitment of at least one year from the leadership of the change management team. In the course of regular meetings we deal with the areas of company change, maintaining the achieved results through a continuous, joint effort.

Our methods

Listening – What is the situation? What does this mean to me?: Listening to the various viewpoints of organization members, we help everyone commit to the set goals. The process builds trust and increases the sense of personal responsibility.

Interpretation – How could it be done?: In the second step we interpret the different perspectives based on personal, group, and organizational criteria, progressing towards a constructive mindset, creating topics and making connections.

Transformation – What can I do?: In the third step, an agreement is set on a new organizational approach and attitude.

Maintenance – How to maintain change?: In the fourth step, we define the organizational institutional framework needed to maintain the desired change over a longer period of time.

Advantages

The advantage of organizational coaching is that it accompanies participants with education broken down into bite-size segments as well as continuous dialogue. By the end of the process, they undergo a truly durable change and even paradigm shift. Using continuous measurements, we support the organization development process and make it more tangible to our clients.
Organizational coaching, unlike multi-day trainings, only takes employees out of work for several shorter periods.

Process

The program lasts for at least 12 months and is constructed on modular elements. An organizational coaching module means three 3-4 hour sessions with both an organizational and individual focus, and dynamic flow, as well as a one-off 6-8 hour intensive, reflective program. Accordingly, employees have to spend only one day (a total of about 8 hours a month) on the coaching process.

We accompany and support

We constantly keep in touch with our organizational partners, support their long-term goals, and accompany their change processes.