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Martine Laudy, Senior Consultant

Personal coaching

Individual development

With coaching all work related matters a coachee wants to work on can be addressed. AVOP answers these questions through professional one-on-one guidance. The coach supports coachees from equivalence and with the aid of different methods in increasing their work-related effectiveness.

Exploratory conversation?

What does it bring?

The specific goals of the coachee provide the base. But the coach always works on increasing self-awareness, realistic insight into the self and acknowledging of (boundaries of) the own influencing potential. We expressly do so in correlation with the context that is relevant to the coachee. The approach is acquiring insight into the relation between mentioned context, personal characteristics and the effectiveness of the behaviour.

Examples of results:

  • Supports in making choices
  • Stimulates better performance
  • Increases self-confidence
  • Clearly shows coachees what isn’t suitable for them and allows them to make follow-up decisions

Why Avop?

What Avop can do for your organisation

AVOP pairs insight into people with organisational expertise. Psychological angles and business knowledge: it is not one or the other, but rather both, in win-win. We are also conscious of the fact that multiple truths exist. From this insight we work in an ‘eclectic’ fashion, by using different methods and procedures. Guideline is our operating from and looking for people’s possibilities.

  • Pragmatic, realistic, empathetic and agile
  • Experienced coaches with a background in psychology and/or business
  • Offer an array of approaches (methods, theories, literature etcetera)
  • Expansive network, in many different fields
  • Applying different elements of expertise assessment, Career Development.

Interested? Call (020) 615 54 56 or mail to info@avop.nl

How do we work?

We look into the coaching issue in an initial conversation. Coach and coachee will assess whether they will be able to collaborate; since there must be sufficient mutual trust to embark upon a process that is as personal as this. If desired, the manager may also be present in this initial conversation.

  • Intake, focused on mutual trust
  • Optional; threeway conversation between coachee, coach and coachee’s manager, in which the latter may contribute specific concerns
  • Process-sectioned approach of the coaching
  • Optional: interim and/or end evaluation with manager