Behavioral Coaching

The Coaching process is one of competence development that follows a methodology focused on actions to develop the employees/coachees’ own skill, enabling them to achieve their goals and objectives.

It is an investigation, reflection, and self-awareness work that helps the coachee use his action power to make things happen, enabling him to internalize “HOW” he is going to positively change his behavior.

Coaching Differentials

• Focus on achieving results. It is concretely and tangibly measured.
• It does not focus on the problems’ causes, but on how to overcome them.
• Makes the individual think/see problems and attitudes from a new perspective, increasing his capacity of taking responsibility for his own life.
• Proposes a learning and self-awareness journey to reach one’s goals.


At SETA, we work with three types of Behavioral Coaching: Executive, Team, and Group Coaching.

EXECUTIVE Coaching

•  Improves an individual’s performance (results) in the corporative context.
• The process is directed to executive positions and help professionals become stronger and more productive, increasing their value to the organization and their satisfaction as professionals.

Objectives
• Develop leaderships
• Improve the professional’s performance
• Train the professional for new challenges/promotions
• Eliminate unproductive behaviors
• Transform limitations in possibilities
• Develop new management competences
• Improve interpersonal relations
• Promote development, motivation, and team focus
• Expedite results
• Align the employees with the organizational culture

Structure
• Individual process, with the average duration of 8 to 10 weekly sessions of up to 1h30 each
• 1 main competence worked by process; however, secondary competences can be worked in the same process
• The application of an assessment tool can be suggested  

TEAM Coaching

It is a process of alignment and development of teams that are facing the same challenge. In it, we work what is important for the team, considering it as a single entity composed of several cells, all working towards the same direction and with the same ideals and purposes. The action plan is collective and shared among all.

Why hire it?
•  Lack of union in the team
• Each man for himself, not caring for the others
• Lack of solidarity
• Lack of commitment
• Responsibility outsourcing
• Justifications that are evidence of misalignment
• Engagement oscillation
• Necessity of greater and better results

Structure
• Collective process, performed in small groups from 5 to 8 people each
• Duration of 4 to 6 weekly sessions of up to 2h each
• 1 main competence worked by team; however, secondary competences can be worked in the same process
• The application of an assessment tool can be suggested  

GROUP Coaching

When a group of persons has a common personal improvement problem or objective, a group coaching class can be created. The theme is common, but the participants work their action plan individually.

Benefits
• Experience sharing
• Focus on the objective (competence) in hand
• Greater people/professional integration – exchange of experiences
• Creation of a collective intelligence
• Group trust increase
• Opportunity of getting to know your colleagues better and expand your view about them in the company
• Economic viability

Structure
• Collective process, performed in small groups from 5 to 8 people
• Duration of 4 to 6 weekly sessions of up to 2h each
• 1 main competence worked by group; however, secondary competences can be worked in the same process
• The application of an assessment tool can be suggested  

Where does it take place:
Suzano, Energisa, Paraibuna Embalagens, Cromex, etc.