Meta-competence-based coaching

Soms zijn de talenten om alle competenties effectief verder te kunnen ontwikkelen niet voldoende aanwezig. Dan kun je beter vlot en effectief coalities aangaan met mensen die deze competenties virtuoos kunnen ‘brengen’. Het draait dan om transparant laten zien wat je zelf reëel kunt en vlot toegang krijgen tot wat anderen goed kunnen. Dat vraagt om een aantal ‘meta-competenties’, zoals zelfinzicht en authenticiteit. H&G heeft onder de noemer meta-competentiegerichte coaching een speciaal programma ontwikkeld om coaching op het vlak van meta-competenties effectief te laten verlopen.[spacer height=”28px”]

Working method

Every coaching program starts with an intake and ends with feedback to the client. We start with five coaching sessions and have found that a frequency of one session every two weeks is usually most effective. In meta-competence based coaching the following steps are taken.

1. Intake: Together with the coachee and the stakeholders involved, we determine the learning goals and support the creation of the Individual Development Plan (IOP).
2. Strengthen self-awareness: Generating extra insight into self-image, beliefs and behaviour patterns by applying various coaching techniques.
3. Apply personal 'success formula': Learning to appreciate and effectively apply your own strong talent combinations in - for example - practical simulations.
4. Matching others: Learning to effectively manage relatively lesser strengths by purposefully 'matching' them with the talents of others. Applying what you have learned in your own job (defining 'practice situations').
5. Reflect: Reflecting on practical experiences and listing extra learning points and discussing how the coachee can "anchor" them in his own work situation.
6. Evaluate: Bespreken van de resultaten van het coaching traject met de coachee en betrokken stakeholders en eventueel, als nodig, nadere afspraken maken.[spacer height=”28px”]

See as well:

Competence-based coaching

Career coaching