The use and meaning of the term ‘coaching’ often causes misunderstandings. Slooter & Partners uses coaching in situations where outplacement is not required.

The persons in question are well-educated, talented and highly motivated. Companies want to keep such employees within their organisation, even if they are not performing at the desired level. In such a case coaching is the solution.

Coaching is an instrument to improve personal effectiveness, mainly by breaking certain habits and developing additional skills. The program may take several months to a year to complete. Coaching, exercises and training on a weekly basis ensure that what has been learned will also actually ‘stick’.
If necessary, an internal coach may follow the improvements discretely and discuss the results and developments with the candidate.

Coaching is no longer exclusively aimed at management positions. It is more and more embedded in the entire organisation.

Based on tests and the analyses of the consultant, candidates gain insight into their personality characteristics.

Furthermore the candidate will be presented with a ‘mirror’ by a 360° feedback. Colleagues and management will characterise the person in question.

Coaching will especially be used to achieve a change of behaviour, adjustment to new operating methods or changes in culture.

Coaching offers tools to candidates which are required to improve their personal effectiveness in order to be able to keep on operating efficiently at the desired level.

Coaching is highly valued by participating candidates. They experience coaching as an investment in their own development, from which they can benefit personally as well as professionally.