Programmes in coaching at work
I design and supervise learning programmes that strengthen professionals in developing a coaching approach to their work. Participants learn how they can contribute to the learning and professional growth of colleagues through targeted questions, reflection and support.
Each programme is tailor-made and developed in collaboration with the organisation. The following elements are always included: a connection between theory and practice, attention to professional identity, space for reflection, and application in the participant's own work situation.
This enables participants to develop the skills and confidence to act as coaches. The organisation then evolves towards a culture in which coaching-based collaboration becomes second nature.
What does this look like in practice? Below are three examples of learning programmes I designed and implemented for organisations that wanted to strengthen coaching in their work. Each programme is tailored to the specific context, learning needs and goals of the professionals.
I am currently designing a leadership development programme for Assa Abloy Entrance Systems, focused on coaching leadership and aligned with their Lean way of working.
Training Relational Coaching
Advanced program for professionals with coaching experience.
In this training, professionals deepen their understanding of working from the philosopy of relational coaching.
They learn how to conduct complex conversations and interactions with greater awareness, firmness, and attunement. Relational coaching means working with what unfolds in the contact, in the here-and-now of the conversation. It’s about moving beyond the surface and truly getting to the core.
For whom
For leaders, internal coaches, practical or workplace supervisors, and other professionals who play a role in supporting development, learning, or change within their organisation.
What participants learn
- Consciously using the coaching relationship as a tool for development
- Working with the here-and-now of the conversation
- Self-reflection-in-action: using one’s own response as a source of information
- Dealing with tension, silence, and underlying dynamics
- Maintaining balance between closeness and boundaries
Approach and methodology
- Compact program of 3 to 5 sessions
- Combination of theory, practice, and reflection
- Working with participants' cases and providing supervision
- Small groups for safety and depth
Results
Participants engage in conversations with more clarity, softness, and confidence — even when things get tense. They recognize and make use of relational dynamics to stimulate sustainable change.
Customization
The training is tailored to the work context and can be part of broader learning programs focused on coaching skills. For larger groups, I collaborate with Annelies Eisinga to ensure quality and personal guidance.
Curious about what coaching could mean for your organisation? Feel free to contact me, I’d be happy to think it through with you!
