Individual coaching
according to Coaching & Coaching

Yes and no! Depending on your level of experience and responsibilities, choosing your new career position can be done in a matter of days or weeks, once the preparatory work has been completed. A coaching interventionThis is a complete career assessment, an in-depth career plan, a genuine transition plan, with action plans to 'sell' your plan effectively. This work of maturing, this process of reconversion, takes time and experience, and I know that skipping this stage is a risk in view of your professional stakes. At the end of the day, the real question is: how long does it take to make the right decision about your future activity, your future career?

There are a number of professional coaching solutions available to help individuals in their professional development. Here are some of the coaching practices:

• Professional coaching: individual support to help you develop the skills, aptitudes, behaviours and attitudes you need to achieve your professional goals. It also helps to identify one's own resources and potential resources to increase one's capacity for action over the course of coaching sessions. This type of individualised support is highly effective if the person being coached commits to it voluntarily.
• Skills assessment: individual, personalised support to help you take stock of your skills, personal resources, motivations and career aspirations. This is often the first step in defining a coherent career plan, in line with your career choices, objectives and professional situation.
• Professional training: always within a professional framework, continuing training programmes (technical training, diploma training, etc.) that enable the acquisition of specific skills to improve performance at work.
• Career guidance: guidance services to help people identify the career and professional development options that match their skills, their desire for change and their life plan.
• Support groups: groups of peers who share similar experiences and offer mutual support in relation to the professional difficulties encountered and the desired situation.
• Mentoring programmes: a method of support based on sharing, where an experienced mentor guides a less experienced mentee on the basis of their own experience to help them develop their professional skills, for example their managerial skills, particularly in situations of pressure from organisations.
• Online training: online training courses offered by training organisations to develop specific skills at your own pace.
• Networking events: events organised to enable professionals to meet other professionals, exchange ideas and establish professional contacts.

The systemic approach focuses on the interactions between the individual and his system. Each individual is placed in a system of interactions which he interprets according to his own references and representations. This approach involves taking a global view of human situations as interactions within the "professional world" system, itself broken down into sub-systems such as organisations, companies, etc.

In coaching, these keys are used to consider how to modify the modes of interaction within each system and sub-system, depending on the organisational context. The systemic approach helps to change the perspective of the coachee, in this case in their professional sphere, to look at the situation from a different angle, to change their position in relation to the situation. It aims to build their own solutions step by step through experimentation, within the framework of shared objectives. The solution will thus be built progressively throughout the coaching process, through the collaboration between coach and coachee.

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