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My Approach
 

The system can operate when all the components of a system take their role and are not neglected. As humans, we can neglect some of our resources from time to time. For example, we might use our cognitive capabilities a lot more than the emotional ones, or vice versa. Another, very common pattern of us is, we might maintain certain unhelpful beliefs simply because we have not questioned them, and allow them to limit us. When this is the case, our lives may not give us satisfaction or a sense of meaning. We may feel tired and exhausted, and we may struggle with the way we live. Therefore, it is helpful to review our system and observe how much it serves us, like we would our house or car, to check if we are on the right track and ensure it is working properly.


With this holistic approach, I choose the best possible tools and methods to reach where you want or need to reach. My toolbox consists of:

 

  • Recent research, theories, and models from the Master of Education in Professional Development at the University of Ottawa,

  • Theories, models, and experiments for resolving both our inner and outer conflicts from the Conflict Resolution, Third-Party Neutral Program at the Canadian Institute for Conflict Resolution,

  • The rich repertoire of Gestalt Coaching,

  • Impactful representative methods of System Constellation,

  • Many pieces from all of the workshops I have attended,

  • Many books, movies, and stories...

Designing a learning setting is not a work for me, but a hobby. I love to create and blend it with what I know. Using my heart, mind, and hands highly motivates me!

 
Services

Services I provide could be classified into three main categories:

1.) Coaching (and Mentoring),

2.) Training (and Workshops)

3.) Consulting

 

These services constitute a spectrum of a client's involvement in their learning. Coaching is at one end of the spectrum, where the coachee is involved in the production of their knowledge and/or learning. In a nutshell, coaching is at one end of the spectrum, where the coachee makes their own meaning/knowledge/learning, and consulting is at the other end, where ready knowledge/learning is presented to the audience. While coaching invites the coachee to an authentic place, consulting serves with a more standard and ready product. Each of them can be beneficial according to the context and needs.

  • Coaching: The main goal in individual or group coaching is to support the client(s) to achieve their desired outcome in an effective and sustainable way by selecting the correct theoretical and experiential tools/methods/models for a  deeper learning experience. The sessions are unstructured, which means there is no detailed agenda for the entire session but there is an issue that the coachee wants to discuss. This learning path starts with the intent to change and ends with the formation of new habits. The role of the coach is to ask questions or use any tool which raises the coachee’s awareness, and the coachee's role is to answer and/or determine their own answers, choices, or decisions.

  • Training and Workshops: While training and workshops share the same main goal as the coaching process, their structure is different. Workshops are semi-structured: the purpose of the training, the main topic and subtopics, and the agenda are settled. However, with the use of the experiential learning method, the learning outcome is authentic and personal, making it more sustainable and habitual for the participants.

  • Consulting: In consulting, the client(s) need their problem to be solved methodologically. The roles in this process are similar to a doctor-patient relationship: the consultant diagnoses the issue and chooses the best possible tools/techniques/methods to solve the problem. The method can be tailored and applied according to the context and the needs of the client.

 
Coaching

It is more impactful when we include both cognitive and emotional capabilities in our learning process. Accordingly, in both individual and group coaching sessions, the objective is to stretch both wings; we increase not only the power but also the connection and corporation of your mind and soul.

 

1) You become capable of managing your feelings instead of surrendering to them. To strengthen your emotional side, I support you reach emotional awareness and potential with Gestalt, System Constellation, and Experiential Learning methods. Sessions go by faster and more effectively when I point out your transitions or lapses both emotionally and cognitively.

 

2) You become familiar with the theories, models, and approaches which would empower you in the journey of your learning and development. This is to strengthen your analytical side. I have the tools and resources to make achieving goals easy, thanks to the Master’s Degree I earned in Learning and Development in Canada in which I focused mainly on change, transition, learning and emotional intelligence, as well as 25 years’ experience in the field. I read hundreds of books and articles about those subjects and wrote quite a few myself. I introduce you to those models and theories which would enable you to pass through thresholds, and I ultimately help you form a habit of using them.

I have worked in the field of personal growth for 25 years. I have supported thousands of people and numerous companies in their struggles with change and transition. I have trained more than 20,000 people, offered consultancy, and have more than 2500 hours of coaching experience.

 

We can arrange our sessions in two ways:

Hybrid: Face-to-face and online: This option is valid for those who live in or around Ottawa, Montreal and Toronto.

Online: We carry out live sessions through Zoom

 

1st session, “Chemistry”: During this free-of-charge session, we will get to know each other, discuss your needs and wants, and see if we can walk this pathway together. In the end, we may decide to continue together or discuss other available solutions. Our primary concern is determining the fastest and easiest way for you to reach your target.

 

2nd session, “Clarity”: In this session, we set goals and the criteria for measuring progress towards attaining them at the end of the 10th session.

 

3rd-9ths sessions, “Journey”: Your transition begins, you approach the change you aimed for step by step.

 

10th session, “New Me”: We celebrate the joy and happiness of reaching your target.

 

You can walk alone too. What counts is that I am willing to step in, at whatever stage, as an experienced companion who can guide you through the ebbs and flows of change learning, and development.

 
Training

The pace and cycle of Learning, Development, and Change differ according to factors such as an organization’s culture or evolution, the profile of its employees, and the context to which the organization belongs. Therefore, any learning and development program should be tailored according to the needs and the context. The best solution is to design specific programs; however, the main subjects of interest are as follows:

 

 
  • Self-Management
  • Self-Confidence
  • Emotional Intelligence
  • Leadership Development

  • Situational Leadership

  • Coaching Skills

  • Coaching, Mentoring or Consulting, when and how?

  • Team Coaching

  • Effective Team Leading

  • Mentoring

  • Be the Change

  • Leading change

  • Changing Conditions and Transformation of Teams

 
Consulting
When the goal is to Learn, Develop, and Change, it is more effective to approach the system as a whole. Therefore, it can be more impactful to work at multiple levels on certain projects. We can design programs for both individuals and different group levels, thus engaging the whole system. It is usually much more economical to conduct a Change project considering the success of the outcome. We decide on what to do, when to do it, and how to do it according to your unique context.

 

In addition to my areas of expertise areas listed above, the following can be considered subjects of business development consulting:
  • Analysing the current learning and development programs, cost and efficiency reporting, benchmarking.
  • Strategic planning of learning and development
  • Developing coaching, mentoring and internal trainer system
  • Developing Leadership Development System
  • Increasing the team performance projects