The participant’s needs and objectives are confirmed during an intake interview. Beforehand, the form and content of the coaching process are explained and the expectations of both parties are explored. Where necessary, the participant’s employer is involved in formulating the coaching objectives. If there seems to be a ‘click’ between participant and coach, the coaching process can start.

Everything that is discussed by the coach and the participant is strictly confidential. It is up to the participant to decide whether and how the client / employer is informed about the progress of the coaching with regard to content.

The length of a coaching project depends on the assessment goals and can vary from 2 to 6 extensive coaching sessions. The coaching is often rounded off by an evaluation interview with the participant, the client and the coach to evaluate the objectives. It is also possible to arrange a ‘come-back meeting’ with the participant a few months later. Before the coaching project starts, specific arrangements on this may be made in consultation with the participant and the client. Although there is often some overlap, three types of coaching may be distinguished: career coaching, competence coaching, and personal coaching.