- … gives a first picture in coaching
… serves to secure transfers
… makes you stronger and more confident in applying new things
… is shorter and less intensive than shadow coaching
… differs greatly from the determination of the personal position
… shows whether the output is implemented in the desired quality
The point here is to recognize what and how the current situation shows (i.e. before a measure) and after (post) the measure, as a repetition in order to secure the output.
That is the part where it is very different from shadow coaching and personal position determination. This is really about the comparison between start and output.
The initial situation shows where there is a problem, what is going well and what urgently needs to be questioned. It is only about the one person who is being accompanied. Interactions with others are perceived and recorded by me, but only considered if the desired output should also go in this direction.
In the case of workplace support after a measure, be it coaching or training, there is a comparison with what has been learned. How did the person take up the topics! How does she/he implement them! Where is still potential! The feedback then takes place in a one-to-one conversation.
So, it can be seen almost like lessons learned. How did the transfer from theory to practice work? Where is still room for improvement? Sometimes this also leads to a continuation, expansion or addition to the previous training program. This is also a good way of working out step-by-step plans.
Just talk to me – we will put together the right concept for you!