Individual coaching: who’s it for?

Based on the Process Communication model, our individual coaching is aimed at anyone who encounters a difficulty while doing their job or, when taking on a new position, wishes to better understand and anticipate the way they are expected to conduct themselves, as well as how to improve their leadership in managing their team, while adjusting their way of communicating so that they can develop their assertiveness and understand what causes stress so that it can be nipped in the bud before it develops.

Would you like to call in an individual coach?

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    Coaching objectives, depending on the issues to be dealt with

    • Know how to communicateand how your staff communicate, too
    • Identify talentsand work on their skills
    • Communicate positivelyand discover how to remain OK/OK in your communication
    • Develop assertiveness in tense situations where there is conflict
    • Identify the hidden or expressed needs of the person you are talking to and respond accordingly
    • Anticipate and prevent situations of conflict within the team
    • Reinforce the motivation of your staff
    • Identify sources of stressand manage them proactively
    • Be fully aware of being in harmony, being honest about needs
    • And many others…

    Our method of in-company individual coaching

    Before we do anything, we would ask you to complete the “PCM” personality inventory questionnaire that will be sent to you in advance. After that, depending on the agreed objectives, we will conduct 6 to 9 coaching sessions of 2 hours each.

    How our coaching works

    The 1st meeting or conversation lasts for one hour and involves the HR manager, the manager of the person receiving the coaching and the coach. This stage is designed to define progress targets.  The person being coached then joins them and is told about the targets, after which they discuss them. Next, the conversation continues for 2 hours between the coachee and the trainer.

    Over the course of the various coaching sessions, there will also be a meeting to assess progress. Finally, there is a 2-hour meeting (conversation) between the coach and the coachee before the principals recommending the coaching join them to round off the coaching process.

    Programme for our sessions

    • Introduction
    • Presentation of the 6 Process Communication personalities
      • The 6 types of personality: characteristics, strengths, interests, etc.
      • Perceptions: the 6 different ways of seeing the world
      • The personality building
    • Management styles
    • The 5 communication channels
    • Understanding why individuals may change their behaviour
    • Discovering drivers
    • Preferred environments
    • Psychological needs
    • Stress
      • Definition
      • Position of life
    • The sequences of stress

    Approach and methodology

    We put a contract in place with the various parties (the employee, the manager or HR manager and the coach). During the initial session, the aim is to define the target to be achieved and the skills/types of behaviour to be developed.

    The coaching sessions in the form of individual discussions, consist of analysing situations, understanding difficulties, creating awareness, helping to find other ways of acting and preparing certain actions.


    Preparatory work and actions to be taken between each session are defined with the person being coached, who in turn undertakes to carry them out within the period given. These are then used as a work base for the next conversation.

    Between the coaching sessions, meetings with the various parties are also scheduled and held to monitor progress.

    General note: our individual or group coaching combines theory, practical exercises, sharing actual experiences and illustrations.