Frequently asked questions

Choosing a coach can be a sensitive decision. Indeed, you will share personal information about your professional situation, your ambitions and your doubts. The quality of the relationship between you and your coach is essential to the success of the coaching process. It is important to ask the right questions before you commit.

Here are 10 questions to ask a potential coach:

1. What is your training and certification as a coach?
2. How many years of experience do you have and in which areas?
3. What is your coaching approach and methodology?
4. Have you worked with people in similar situations to mine?
5. How do you ensure the confidentiality of our exchanges?
6. What is your availability and how do you structure the sessions?
7. How do you measure progress and the success of coaching?
8. How do you handle situations where there is a lack of progress?
9. What are your rates and what do they include?
10. Can we have a preliminary meeting to see if the chemistry works?

A coaching engagement typically lasts between 3 and 12 months, with sessions every 2 to 4 weeks. Each session lasts approximately 60 to 90 minutes. The overall duration depends on the objectives to be achieved, the complexity of the issues, and the coachee's commitment to the process.

For specific, well-defined issues, speed coaching offers a more targeted approach over a shorter period, usually 1 to 3 sessions. This format is ideal for addressing a particular problem or making a quick decision.

The coaching process is flexible and adapts to your needs. The number of sessions and the frequency are determined jointly and can be adjusted as you progress toward your goals.

People seek coaching for a variety of reasons, including:

• Career advancement and professional development – Clarifying career goals, planning a career transition, or preparing for a new role.
• Leadership and management skills improvement – Developing new leadership styles, improving team management, and strengthening emotional intelligence.
• Performance optimization and productivity – Improving time management, prioritization, and overall effectiveness.
• Managing professional transitions and change – Navigating organizational changes, onboarding, or role evolution.
• Work-life balance and well-being – Finding a better equilibrium between professional and personal life.
• Self-confidence and assertiveness – Building confidence in one's abilities and learning to assert oneself effectively.

The coach guarantees the effectiveness of the coaching process through three key roles:

• Guide – Helps clarify objectives, identify obstacles, and explore new perspectives. The coach asks powerful questions that stimulate reflection and awareness.
• Partner – Works collaboratively with the coachee, creating a relationship of trust and mutual respect. The coach is committed to the coachee's success.
• Ally – Supports the coachee throughout the process, providing constructive feedback and encouragement while maintaining a neutral and objective stance.

• Be willing to engage authentically in the coaching process, with a genuine desire to change and improve.
• Be open and honest during coaching sessions, sharing thoughts, feelings, and challenges without reservation.
• Take concrete actions between sessions, applying insights and experimenting with new behaviors.
• Respect the commitments and objectives set, including attending sessions on time and completing agreed-upon tasks.

The effectiveness of coaching is measured by the achievement of the objectives set at the beginning of the process, the coachee's satisfaction, and the observable changes in behavior and performance. Regular monitoring and adjustment of goals ensure that the coaching remains aligned with the coachee's evolving needs. Ultimately, the return on investment is reflected in the coachee's ability to achieve results faster and more efficiently than they would have alone.

Yes, remote coaching is very effective and has become increasingly common. Many coaching engagements are now conducted entirely remotely, with excellent results. The quality of the coaching relationship is not diminished by distance when both the coach and coachee are fully present and engaged.

Remote coaching offers several advantages:

• Flexibility of scheduling – Sessions can be arranged more easily across different time zones and busy schedules.
• No travel time – Both the coach and coachee save time by eliminating commuting.
• Comfort of a familiar environment – The coachee can participate from their home or office, which can facilitate openness and reflection.
• Same quality of exchange – With video conferencing, the quality of dialogue and connection remains as high as in-person sessions.

An external coach offers distinct advantages over an internal coach who is part of the same organization:

• Neutrality and objectivity – An external coach brings a fresh perspective without being influenced by internal politics, relationships, or organizational culture.
• Confidentiality – There are no concerns about information being shared within the organization. The coachee can speak freely without fear of consequences.
• Specialized expertise – External coaches often have broader experience across different industries, contexts, and challenges, providing a richer range of insights.
• No hidden agenda – An external coach's only interest is the coachee's success, without conflicting loyalties to the organization or other stakeholders.