Coaching
Coaching is a skills development process that follows a methodology focused on actions to develop employees'/coachees' own skills so that they can achieve their goals and objectives.
• It focuses on achieving results. It measures in a concrete and tangible way.
• It doesn't focus on the causes of problems but on how to overcome them.
• It makes people think/see problems and attitudes from a new perspective, increasing their ability to take responsibility for their own lives.
• It proposes a journey of learning and self-knowledge to achieve your goals.
At SETA we work with 3 types of coaching: Executive, Team and Group.
EXECUTIVE Coaching
• It improves a person's performance (results) in the business context.
• The process is aimed at executive positions and helps professionals become stronger and more productive, giving them more value for the organization and greater job satisfaction.
Objectives
• Developing leadership
• Improve professional performance
• Train professionals for new challenges/promotions
• Eliminate unproductive behavior
• Transform limitations into possibilities
• Developing new management skills
• Improve interpersonal relationships
• Promote team development, motivation and focus
• Accelerate results
• Align employees with the organizational culture
Structure
• Individual process, lasting 8 to 10 weekly sessions of up to 1h30 each
• 1 main competency to be worked on per process, with the possibility of working on secondary competencies within the same process.
• The use of an assessment tool may be suggested
TEAM Coaching
It is a process of aligning and developing teams that have the same challenge. It works on what is important to the team, considering it as if it were a single entity made up of several cells. Everyone working in the same direction and with the same ideals and purposes. Collective action plan shared by all.
Why hire?
• Lack of unity in the team
• Every man for himself without regard for others
• Lack of solidarity
• Lack of commitment
• Outsourcing of responsibilities
• Justifications for misalignment
• Oscillation of commitment
• Need for more and better results
Structure
• Collective process, carried out in small groups of 5 to 8 people each
• Duration: 4 to 6 weekly sessions of up to 2 hours each
• 1 main competency to be worked on per team; secondary competencies can be worked on within the same process.
• The use of an assessment tool may be suggested
GROUP Coaching
When a group of people have a common problem or personal improvement goal, it is possible to form a group coaching class. The topic is common but the participants work on their action plan individually.
Benefits
• Sharing experiences
• Focus on the objective (competence) in question
• Greater integration between people/professionals - exchange of experiences
• Creation of collective intelligence
• Increased group confidence
• Opportunity to get to know colleagues better and expand the company's view of them
• Economic viability
Structure
• Collective process, carried out in small groups of 5 to 8 people
• Duration: 4 to 6 weekly sessions of up to 2 hours each
• 1 main competency to be worked on per group; secondary competencies can be worked on within the same process.
• The use of an assessment tool may be suggested.
Where we perform:
Suzano, Energisa, WSA Audiology, Caiado Pneus, Paraibuna Embalagens, Cromex, entre outros
It is a work of investigation, reflection and self-awareness that helps the coachee to use their power to act and make things happen, making them internalize "HOW" they are going to change their behaviour in a positive way.
Coaching differentials• It focuses on achieving results. It measures in a concrete and tangible way.
• It doesn't focus on the causes of problems but on how to overcome them.
• It makes people think/see problems and attitudes from a new perspective, increasing their ability to take responsibility for their own lives.
• It proposes a journey of learning and self-knowledge to achieve your goals.
At SETA we work with 3 types of coaching: Executive, Team and Group.
EXECUTIVE Coaching
• It improves a person's performance (results) in the business context.
• The process is aimed at executive positions and helps professionals become stronger and more productive, giving them more value for the organization and greater job satisfaction.
Objectives
• Developing leadership
• Improve professional performance
• Train professionals for new challenges/promotions
• Eliminate unproductive behavior
• Transform limitations into possibilities
• Developing new management skills
• Improve interpersonal relationships
• Promote team development, motivation and focus
• Accelerate results
• Align employees with the organizational culture
Structure
• Individual process, lasting 8 to 10 weekly sessions of up to 1h30 each
• 1 main competency to be worked on per process, with the possibility of working on secondary competencies within the same process.
• The use of an assessment tool may be suggested
TEAM Coaching
It is a process of aligning and developing teams that have the same challenge. It works on what is important to the team, considering it as if it were a single entity made up of several cells. Everyone working in the same direction and with the same ideals and purposes. Collective action plan shared by all.
Why hire?
• Lack of unity in the team
• Every man for himself without regard for others
• Lack of solidarity
• Lack of commitment
• Outsourcing of responsibilities
• Justifications for misalignment
• Oscillation of commitment
• Need for more and better results
Structure
• Collective process, carried out in small groups of 5 to 8 people each
• Duration: 4 to 6 weekly sessions of up to 2 hours each
• 1 main competency to be worked on per team; secondary competencies can be worked on within the same process.
• The use of an assessment tool may be suggested
GROUP Coaching
When a group of people have a common problem or personal improvement goal, it is possible to form a group coaching class. The topic is common but the participants work on their action plan individually.
Benefits
• Sharing experiences
• Focus on the objective (competence) in question
• Greater integration between people/professionals - exchange of experiences
• Creation of collective intelligence
• Increased group confidence
• Opportunity to get to know colleagues better and expand the company's view of them
• Economic viability
Structure
• Collective process, carried out in small groups of 5 to 8 people
• Duration: 4 to 6 weekly sessions of up to 2 hours each
• 1 main competency to be worked on per group; secondary competencies can be worked on within the same process.
• The use of an assessment tool may be suggested.
Where we perform:
Suzano, Energisa, WSA Audiology, Caiado Pneus, Paraibuna Embalagens, Cromex, entre outros