My services

Emoke Bagdy, a well-known Hungarian psychotherapist says: it is crucial and necessary today to bring clarity and transparency around the subject of coaching, as it looks like as a big and tempestuous sea. Here, I do not intend to fulfill this, since there are tons of valuable literature available in the topic. However, I still find it important to give you a short overview about what is coaching and what is mediation. Should you still require more insight, you will find some links below on the subject. Moreover, I will also introduce shortly my style as coach and mediator: what can you expect if you choose me; what happens at a consultation; what types of cases have I dealt with so far?        

What is coaching and what is mediation?

Let me start with the official definition. ICF (International Coaching Federation) introduces coaching as follows: “ICF defines coaching as partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” I usually refer to coaching like this: Coaching is a learning event where the coach supports his client in reaching his goal(s) or solving his problem(s). Similarly to psychotherapy, the coaching cooperation can only be successful, if the coach is able to build and maintain an appropriate and trustful partnership with the client. In a coaching relationship it is key that the client is committed to the change, and is willing to cooperate with the coach. The coach leads the learning process in a certain timeframe but does not offer any solution or give any advice. He rather enables the client to find options and solutions himself. If you still would like to get more information about coaching, I recommend visiting the code of ethics page at ICF (International Coaching Federation). Besides that you can also find further useful information in the EMCC (European Mentoring and Coaching Community) code of ethics. In my praxis both documents strictly apply, and I strive to meet their regulations by all means, in all cases. Moreover, I still do find it crucial to highlight one specific point, which is the basis of all coaching consultations in my praxis: all events and exchanges of information are strictly confidential! Any subject or information being discussed during the sessions, must be kept between the coach and the client, and cannot be shared with any third party in any case.             

The word mediation originates from the Latin “mediare” which means standing in the middle, reconcile, harmonize, intervene. Mediation is an alternative conflict resolution method, through which a third party (the mediator) intervenes in the conflict situation of two parties. The mediator plays a catalyser role in the reconciliation process. His role is to support the parties in defining and understanding the conflict, to drive forward the constructive conflict resolution process, and to help finding a solution that suits both parties. It is crucial to make it clear that the mediator is not a consultant but a facilitator. It means that he cannot give advice during the resolution process, and he cannot influence the parties in any way. He must strive to find a fair balance in both parties’ interest in a way that it is satisfying but not disadvantageous for any parties. This is what we call win-win situation, where the parties reach their greatest common interest. So, mediation basically concentrates on the interest and needs of the parties instead of their legal rights and positions. Since attending a mediation process is based on a free and voluntary decision, the attitude of the parties plays an important role in the speed and efficiency of the process. You can read more about mediation on the Federal Mediation & Conciliation Service website. 

My available resources to support you

I have been conducting my studies aligned with the International Coaching Federation and the European Mentoring and Coaching Council competencies. These define the foundations of my profession. Concerning methodologies, I strive to support you by consciously and duly applying the following coaching approaches and techniques: action-based coaching, value-based coaching, gestalt coaching, solution focus, NLP (Neurolinguistic Programming), supervision based reflective coaching, transaction-analysis based coaching and wingwave coaching. Besides these, I often use various psychometrical tests, personality typologies, and models in leadership & management.    

What makes my service special?

I can perfectly relate to the thoughts of Andras Feldmar. According to him, every supporting professional on each consultation event must look at their partner with such a curiosity as if the person was completely unknown or was a new client. To better demonstrate this, he uses the word respect, [re ] – [spect, spectrum = view, see, watch]. In my service, I am with this level of attention and curiosity striving to build a non-judgmental, trust based and equal partnership with my clients. I am a type of person who can naturally and easily empathise with the client’s challenges, inner state, emotions and feelings.  In my praxis I have already successfully closed more coaching processes where fast solution or change was needed. However, in most cases I have witnessed that my clients experienced the greatest success in those processes, where a deep and profound change was set as a goal. The pre-requisites of such a collaboration are the appropriate amount of time, space and inner deepening. I have been dealing mainly with these kind of cases in my praxis up until now. Concerning my experience in conflict resolution, I have gained most of it as a manager (managing conflict situations within the organisation, handling conflicts within a team, intervening in manager-employee conflict situations).   

What kind of cases you can get support for?

Basically, all kind of cases or issues in which it is important for you to progress, and you feel that you need a professional supporter in that. I believe that a competent and authentic coach or mediator can do a valuable job independently form the nature of the case. Reflecting on myself, I can confidently say that I feel comfortable concerning those competencies, therefore I do not want to limit or bound the nature and type of topics. Taking this into account, however, my experience says that it is important when looking for a professional to give the widest possible information and reference for the sake of transparency and insight. Therefore, let me give you below a couple of examples and topics that have already been occurred in my praxis as coach and mediator. It is important to mention that the below list does not mean any limitation or specialization, but it is just helping you to better orientate in the subject.          

Business Coaching related cases

• Career planning or change. “What and where is next, what is going to be my profession” type of topics.      
• Starting career, identifying the right jobs.
• Effective conflict management.
• Assertive communication.
• Work-life balance related cases.
• Stress-, conflicts-, frustration management at workplace.
• Leadership Coaching: team dynamic related subjects, managing disfunctions within the team, managing conflicts, successful stakeholder-management, presentation skills and stage presence, giving feedback, managing challenging communication situations, performance management, stress- and crisis management.

Life Coaching related cases

• Developing self-confidence.
• Self-awareness, self-esteem related subjects.
• Improving assertive behavior.
• Work-life balance related subjects.
• Blockers in private life and relationships.
• Repetitive interpersonal games, hidden transactions and their effective management.
• Increasing personal autonomy, freedom and spontaneity.
• Managing family conflicts with peace.

Conflict resolution related cases

• Managing conflicts within the team and among employees as a manager.
• Intervening in conflict situations among employees, as an independent third party.
• Managing team conflicts to find the solution that is fulfilling everyone’s need and interest.
• Supporting employee-employer related conflicts.

I hope that I could give you an appropriate overview to make the next step! Should you still have any question, feel free to click below and get in touch with me.