Methodus is offering our clients highly professional and individualized coaching for upper and high management through which they can achieve their personal goals and contribute even more to company’s strategic objectives.
In other words, topic of coaching can be wide specter of knowledge, skills and attitudes that relate to interaction between individual and the system in which that individual is operating.
The skills and knowledge base of our coaches is combination of practical work experiences in work organizations, educational background in psychology and psychotherapy (Gestalt Therapy, NLP, System theory, cybernetics).

The coachee will be able to:
  • Improve personal leadership style
  • Effectively influence co-workers
  • Communicate more efficiently
  • Develop self-confidence
  • Develop strategic thinking
  • Connect personal goals with company's goals and values
  • Connect business goals with personal competencies and strengths
  • Take responsibility for personal development

  • Take responsibility for employees development in his organizational unit
  • Efficiently cope with change
  • Make timely decisions and act fast
  • Efficiently negotiate and present
  • Coordinate business and personal life
  • Successfully manage time
  • Successfully manage stress

Coaching and similar processes

  • Supervision
    Unlike coaching, supervision is more process oriented, less goal oriented, there is more emphasis on reflection process then on reaching goals.
  • Psychotherapy
    Unlike coaching, psychotherapy or psychological counseling is more oriented towards symptoms, purpose of its treatment, finding its deeper meaning, its causes etc. The need for therapy exists when there is a symptom.
  • Training
    Unlike coaching, training is about development of new capabilities and skills or improvement of current ones.
  • Mediation
    Unlike coaching, mediation is a procedure of solving conflicts where neutral side or the moderator finds a way to make both sides satisfied.

Coaching phases

Every coaching, regardless of its length, goes trough these five phases:
  • 1. Introduction or explaining clients needs
    The participants in this phase are: “business sponsor”, “HR sponsor”, the end user of coaching and the coach. Of course, it is not always the case that all previously mentioned parties are included in coaching.
    The coach begins by assessing the need for development as seen by the client and the sponsor, and then the end user as well. The introductory interview serves to test the personal fit between the coach and the end user and to give all included parties the unison view on the area that needs to be included in the coaching process.
  • 2. Assessment of the current situation
    The coach and the end user are included in this phase of the process. Here, the area of coaching is thoroughly examined, causes and consequences are listed and a common view on the situation is created.
  • 3. Setting coaching goals
    Clear and specific goals are defined as well as the measures for assessing whether they have been reached.
    A time frame is set that is needed for reaching those goals. The user has to recognize the importance of each goal and agree with it entirely.
    In agreement with the end user, either the coach or the end user communicates the goals and the agreed upon time frame to the client and/or business sponsor.
  • 4. Planning and implemetning actions to reach the coaching goals
    During coachin sessions, a planning takes place listing the actions the user needs to implement between individual sessions. Methodus coaches plan actions that are directly linked to business requirements and therefore significantly contribute to reaching company's goals.
  • 5. Process evaluation
    is conducted monthly it serves the quality of the overall coaching process. The regular reports on coaching sessions, the need for further sessions and the level of user satisfaction are submitted to the HR sponsor.
    Depending on the user's requirements progrees reports can also be submitted, but only in case of complete transparency.
    The final evaluation of the whole coaching process is done after the completion and is measured by the degree of reaching set goals. The final report is developed jointly by the coach and the user.

Necessary pre-requirements

Regardless whether the client (i.e. the person responsible for the contracting and payment issues) is the user of coaching or the user is different than the client who is usually from HR department, the following pre-requirements need to be met for coaching to be efficient:

  • Willingness and readiness for change
    End user is attending coaching by his free will and choice. It is necessary that participant wants to attend the coaching, has all the information about who ordered coaching and why, and can link coaching goals to his personal goals.
  • Discretion
    The content of coaching is treated as confidential and can not be shared with other/third parties regardless of position of parties in the organization. If participants are asked to give feedback after coaching, that feedback can be related to the question about the satisfaction with processes and methods.
    Trainer / coach is not obligated to give feedback to third parties about participant's progress or to disclose any topics or material from coaching.
  • Participant’s self-management
    Since coaching is not a process identical to psychotherapy and can not be a replacement to it, participant must be in control of himself and take responsibility for his personal development. Because of that, coaching is not appropriate for persons unable to control their lives because of physical or psychological problems.
    In that case, it is recommended to replace coaching with psychotherapy or other appropriate form of support.
  • Openness
    In order to have successful coaching, it is necessary that client is open-minded, and discretion and trust can contribute to it a lot.

Duration and dynamics

Coaching is completely adjusted to the end user, therefore the hours are also adjusted to user’s needs and availability. The usual length of coaching process is from three to six months.

Coaching is held in blocks of two hours and/or in whole day sessions continually on weekly or bi-weekly basis.

The whole day coaching can be organized in form of “shadowing”. Coach spends whole day with client, monitors and records client’s daily behavior, communication, decisions etc. \ The result is used as diagnostic tool and material for following coaching sessions.

Sessions that are more than two weeks apart are in general not considered as continuous work. In that case, user is advised that counseling in several unrelated areas is more appropriate than coaching.

Our approach

Methodus guarantees the quality of the process through careful selection of coaches who are qualified experts and members of international professional associations that enable them to have access to up-to-date knowledge and expertise.
In their work, Methodus coaches are guided by professional principles achieving maximal process efficiency while respecting user's personal values.

Our coaches use the combination of techniques and principles of the following theories:

  • Gestalt therapy, a process oriented psychotherapy founded by F. Pearls
  • Goal oriented work (Brief therapy) according to Steve de Shazer
  • Systemic approach after V. Satir and G. Schmidt
  • Excellence and efficiency models from Neuro-linguistic programming founded by J. Grinder and R. Bandler
  • The GROW model of John Whitmore

During coaching process, as well as three to six months after the coaching completion, users can access coach through e-mail for all necessary counseling and support.