Our approach

“Leadership is first being, than doing. Everything a leader does reflects what she or he is. For the leader, as for any integrated person, life itself is the career.”
/W. Bennis, “On becoming a leader”/

Leadership attitude and behavior – we believe – may be developed.
The better the individual is able to operate intelligently and authentically (experimentally and non-defensively) the more capable he or she will be of giving shape and direction to his or her organization – offering leadership that is relevant and respected.

By committing to a process of self-awareness through learning, opening up to experience (both internal and external) and experimentation, any leader prepared to take the risk of being this way in work will make considerable gains in competence and inner authority.

Coaching offers a safe environment to reflect on personal and professional performance and possibilities. It is a tailor-made development process, where the level and content of the coaching sessions depend on the learning objective of each participant.

Whether the aims are personal or professional development, developing certain skills, or solving certain problems, the ultimate goal of coaching is to achieve sustainable behavioral change and thus optimize individual and team performance.

Approaches in Executive coaching

Skills coaching

Performance coaching

Development coaching

1-on-1 training


  • Focus: skills development
  • Specific goals
  • Directive methods
  • Training elements
  • Short-term process
  • Focus: achievement of one precise project or performance goal
  • Specific goals
  • Directive methods
  • Focus: personal development
  • Complex goals
  • Non-directive, psychological methods
  • Long-term process

Coaching process

Each coaching process contains the following elements:

  1. Intake session: The aim of this session is to gain insight into personal learning objectives, and agree on the content and planning of the sessions. The intake might include an individual assessment.
  2. Coaching sessions (10 x 1 hour): Coaching will provide insight into interventions and options through reflection on personal and professional life experiences. The aim of these sessions is support learning and to create new possibilities through specific exercises and assignments.
  3. Evaluation: After the 10th coaching session the individual learning goals will be evaluated against the set personal learning contract. After ten sessions next steps will be discussed.

Individual coaching may consist of a few initial weekly / bi-weekly meetings followed by more infrequent meetings, depending on the agreed objectives.

Pending on the learning objectives, the coaching process might include shadowing, i.e. observation if the coachee in the workplace for learning and feedback purposes. (e.g. observing how the coachee leads a meeting or gives feedback to subordinates)

Coaching may take place personally at Advantage Offices or through Skype.

Our solutions

  • Executive coaching (Development coaching)
  • Individual assessments (360 degree, PCM® Personality profile)
  • Skills coaching
  • Performance coaching
  • Team coaching
  • Group coaching