People - Helena Coaching

People are integral to everything I do.

I deeply care about every client, every individual I work with, whether it’s in a private setting, within a group or team or in an organization.

People development and growth is a passion for me.

I fundamentally believe that everyone is whole, everyone has value, everyone always contributes and does their best, even when it may not look like it on the outside.

We never fully know what’s going on in other people’s lives and minds. What we observe is just that – what we observe. What they let us see. It’s a privilege to be let in. I immensely appreciate working with people that want to improve and make changes. People that strive to be the best versions of themselves, willing to explore what is possible, go deep and question their limiting beliefs and beyond. Many of the services and products I offer are designed to facilitate people’s growth and development.

Professional & Personal Development Coaching

In developmental coaching, clients set their own goals at the start of the process. The nature of the goals is not important as I do not coach the problem, I coach the person. In my coaching, I use mostly variations of the GROW model, Solution-Focused Coaching and at times Appreciative Inquiry. I often incorporate elements of other models, depending on my clients’ specific goals and preferred style of coaching.

Leadership Development Coaching

In leadership development coaching, goals are often co-created with the clients’ managers or built incorporating feedback from other(s). Not always, often. When this is desired, I facilitate intakes and ensure alignment and a strong desire to engage – on the client’s part. I do not coach hostages ?

Executive Coaching

Executives constantly face and navigate complex challenges. It’s often extremely difficult for them to have an unbiased sounding board, one able to challenge, yet free of a personal agenda, assumptions, or judgement. It gets lonely at the top. My ability to listen deeply, develop trust quickly and offer strong presence, allows for creating the unique space required for this type of coaching.

Professional & Personal Development Plans

Often a part of the coaching process, development plans serve to identify and outline key objectives and desired outcomes of the change process. By doing so, the client has a visual reminder and clarity that enables them to focus on the desired development areas. I also offer creating professional and personal development plans without subsequent coaching, if desired. Development plans can be created with or without the input of other stakeholders.

EQi-2.0 and EQi-360

EQi- 2.0 and EQi-360 assessments are psychometric tools designed to gauge the level of one’s emotional intelligence. In my opinion, they are one of the best foundational tools for one’s growth as they provide a view of the whole person, capturing numerous competencies that one has a power to develop. Debriefs and optional follow-up sessions allow for real coaching around target areas along with measurements of progress.

As a certified administrator of these assessments, I often use them at the start of a coaching process, but also as solo assessments.

Succession Plans

Succession plans or next generation grooming plans are developmental in nature, and they combine leadership growth objectives with a variety of technical and experiential goals. Succession plans are co-developed with current leadership/owners of organizations and the successors. For the leadership growth part, assessments and coaching are often used as part of the process.

Professional & personal development coaching

In developmental coaching, clients set their own goals at the start of the process. The nature of the goals is not important as I do not coach the problem, I coach the person. In my coaching, I use mostly variations of the GROW model, Solution-Focused Coaching and at times Appreciative Inquiry. I often incorporate elements of other models, depending on my clients’ specific goals and preferred style of coaching.

Leadership development coaching

In leadership development coaching, goals are often co-created with the clients’ managers or built incorporating feedback from other(s). Not always, often. When this is desired, I facilitate intakes and ensure alignment and a strong desire to engage – on the client’s part. I do not coach hostages ?

Executive coaching

Executives constantly face and navigate complex challenges. It’s often extremely difficult for them to have an unbiased sounding board, one able to challenge, yet free of a personal agenda, assumptions, or judgement. It gets lonely at the top. My ability to listen deeply, develop trust quickly and offer strong presence, allows for creating the unique space required for this type of coaching.

Professional & personal development plans

Often a part of the coaching process, development plans serve to identify and outline key objectives and desired outcomes of the change process. By doing so, the client has a visual reminder and clarity that enables them to focus on the desired development areas. I also offer creating professional and personal development plans without subsequent coaching, if desired. Development plans can be created with or without the input of other stakeholders.

EQi-2.0 and EQi-360

EQi- 2.0 and EQi-360 assessments are psychometric tools designed to gauge the level of one’s emotional intelligence. In my opinion, they are one of the best foundational tools for one’s growth as they provide a view of the whole person, capturing numerous competencies that one has a power to develop. Debriefs and optional follow-up sessions allow for real coaching around target areas along with measurements of progress.

As a certified administrator of these assessments, I often use them at the start of a coaching process, but also as solo assessments.

Succession plans

Succession plans or next generation grooming plans are developmental in nature, and they combine leadership growth objectives with a variety of technical and experiential goals. Succession plans are co-developed with current leadership/owners of organizations and the successors. For the leadership growth part, assessments and coaching are often used as part of the process.