The following aspects are discussed in the intake interview:
Goals and concrete actions that we establish can be in the areas of:
The competencies of the status holder are always the starting point for our guidance and coaching. Based on a competency model, both our coach and the status holder gain insight into his/her talents and competencies. This enables us to formulate goals at the right level, suited to the skills of the status holder. We then work together on expanding or strengthening these competencies. Insight into the competencies increases the chance of success of the goals and the guidance.
The principles of competency-based coaching are:
All this while taking into account and listening to the needs, wishes, boundaries, norms, and values of the status holder.
After six months, an evaluation will take place together with the status holder, during which we map out the results achieved. The process is then concluded and there is room for guidance of a new status holder.
In order to keep track of progress, we work with SMART-goals. These are specific, measurable, achievable, realistic, and time-bound.