FAQ

Principles that separate coaching from other disciplines, although they are not completely defined yet, are based on these criteria:

a) Who has the knowledge: In other disciplines, the professional has the knowledge and advises the client. In contrast, coaching is based on the premise that the client is resourceful and whole and has the knowledge and skills he/she needs to develop and grow, and/or can develop them.

b) The process: Other disciplines operate giving answers or solutions to client needs. The process of coaching asks thought-provoking questions, embracing strengths and capabilities to transform problems in learning and growth opportunities and developing plans and accountability for change and achievement.

c) The alliance: Coaching is a powerful partnership based in mutual trust and respect for the benefit of the coachee. Executive Coaching is a three- party alliance among the coach, the organization and the coachee.

d) Time focus: Coaching does not focus on solving past issues but on present  situations and future goals, according to the premise:  “If you want to understand something, act”.

Yes, coaching is confidential. The most recognized international coaching organizations have specific guidelines on this matter and coaches are expected to conduct themselves and the process according to these.

For more information on ICC, ICF and ACEC Code of Ethics please visit:

• http://www.internationalcoachingcommunity.com/en/standards-a-ethics
• http://www.coachfederation.org/Ethics/
• http://acec-website.org/why-join/requirements/code-of-ethics-executive-coaches/

We coaches often say: “for everyone”.

It is for executives who want to improve their business behavior and strategic planning, their creativity, contribution and life/work balance.

It is for teams that want to achieve further and faster goals, acknowledge their diversity, align and complement their talents and achieve higher levels of thinking to co-create their organizations and communities

And it is for people who want to increase their self knowledge, surpass their own limits, improve their attitudes, confidence, flexibility, creativity and commitment and achieve coherence and balance to create the life they want to live.

Coaching enables and supports positive change, improving the life of your organization in many ways.  From a Systems Thinking approach, improvement and growth will be shown in individuals, teams, organization and the environment:

Individual growth: purpose and passion, greater awareness, insight, perspective, self-confidence, accountability, business behavior, decision making, improved relationships, communication, commitment, time management, creativity, balance, fulfillment, optimal work-life balance.

Teams’ development: Common vision, alignment, planning and goal setting. Communication, interpersonal dynamics, team learning, creative collaboration and alliances. Competitiveness, confidence, resilience, solution-focused thinking, uncertainty management, accountability, goal achievement and increased productivity.

Organization / Business Growth: Corporate culture alignment, people and talent focus, strategic planning, systemic decision making, change management, market and knowledge development, retention, increased profit and revenue, long time client relationships.

Environment care: Commitment with people and families, community, social and national development, integrative and holistic decision making and conscious actions to take care of the environment and for sustainability.

Professional surveys like Sherpa 2014 Executive Coaching Survey shows that the use of 360° Assessment is becoming more popular than the Return of Investment measurement for Executive Coaching processes evaluation,  followed by Well-being and Engagement and Performance Reviews, as a major shift in the way coaching effectiveness is being measured.*

*Link to the Sherpa 2014 Executive Coaching Survey

Executive Coaching starts with an initial consultation with the organization to clearly understand key issues, symptoms, dynamics, objectives and expected results.

• Quantitative and qualitative data is reviewed, including Narrative 360 and In-depth Interviews.

• On the first coaching session the alliance between the coach and the coachee is established by reviewing data, determining growth opportunities and challenges, clarifying goals and objectives, identifying key issues and establishing specific and measurable outcomes.

• Coaching sessions:
  • Individual coaching sessions usually occur two or three times a month and can be face-to-face, by phone, Skype, or high definition video-conference.
  • Team coaching sessions occur once or twice a month and require face-to-face interaction and progress reviews.

• Feedback and feed-forward is review with all involved.

• A final report is provided, including identification of advancement and growth, ongoing and future needs and recommendations for next steps.

Life Coaching starts with a complimentary first meeting to clearly understand the client’s needs, explore his/her expectations, explain the coaching process and answer questions. 

The process adapts to specific personal and organizational needs:

Executive Coaching, one to one or in teams, lasts between 7 and 12 months and it is defined by the coach, the client and the organization.

Life Coaching can start with a three month commitment, although longer commitments are recommended. This is decided between the coach and the client. In Dialogues Coaching we are also open to the possibility of a one single coaching session for a specific single concern.

Coaching produces extraordinary results in people´s lives, business and organizations. The turning point is the level of motivation and commitment each person or team brings to the coaching process and how much they are willing to take action to achieve the results they want.

When choosing a coach, for yourself or for your business, it is important that you take time to interview at least three candidates to find the best match to work with you or your executives. Here some tips on what to look for in a good coach:

1. Clear methodology and process
2. Previous experience coaching in similar settings
3. Working knowledge of Neuroscience and Change Processes
4. References from clients
5. Good chemistry – for this one, trust your intuition and emotions
6. It is better that the coach is not an expert in their clients’ field of work

You look for coaching when you feel ready to give your best, to examine your beliefs, to receive feedback and to create positive change in your personal and professional life.

One way to identify readiness for coaching is when answers to your questions are not satisfying and you search for alternate ones. 

Coaching will change your questions.

Here are some challenging coaching questions:

• How do you talk to yourself? 
• How do you talk about yourself?
• How do you listen to others?
• Which are your excuses to avoid change?
• How do you hold on to your past?
• How do you live in your present?
• How do you create your future?