What we offer

During the development of a coaching-culture, we design a comprehensive intervention that will establish practices of self-directed learning, goal setting, active engagement and solution-focused decision making throughout the organization.

What is a coaching-culture development?

Designing a consistent coaching culture is a process of change that concerns the principles, values ​​and mode of operation of the individual cell, but also the organization as a whole. It includes workplace meeting management protocols, change in management’s philosophy, coaching sessions, coaching-skills training, training on how to choose coaching programs from outsourcers.

  • Shift to positivity and learning.
    Coaching – culture involves the identification and use of people’s positive traits and the establishment of consistent meta-learning patterns from experience.
  • Trust, Synergy & Development.  
    Trust, acceptance of creativity, sharing knowledge and experience, reward and recognition, all make work a vehicle of self-realization and motivate executives.

Why to choose us?

We apply an evidence-based, solution-focused, action and outcome oriented approach. We believe in human potential and the huge impact of small-scale qualitative interventions.


We are uniquely specialized in Coaching, Training & Psychology.


10 years of experience with executives, organizations and security services.


Distinct methodology, measurable outcome, no quotes.


Strict confidentiality rules for your industrial and personal data.

Ideal for:

The coaching-culture development plan is ideal for businesses and organizations, regardless of their size or industry. However, criteria are set for the time frame and the current conditions of implementation of such an intervention to be essential and effective.

What does coaching-culture refer to?

Indicatively, the creation of a coaching culture includes:

  • Developing positive dynamics with optimism and effectiveness.
  • Focusing on the executives’ positive aspects and proportionate allocation of projects.
  • Stabilization of learning and development practices in all subsystems.
  • Training and appointment of internal coaches.
  • Incorporation of Coaching principles and techniques into leadership.
  • Development of a framework that encourages synergy.
  • Construction of a collective identity and vision.
  • Internal communication protocols.
  • Change management practices.
  • Stabilization of goal setting and strategic planning models in each subsystem.
  • Formation of trust relationships.
  • Stabilization of training and coaching programs for executives.

What the process involves.

  • Assessment of current phase, current culture.
  • Use of psychometric tools to measure dynamics.
  • On-site research with participatory observation in the organization.
  • Design of interventions.
  • Project implementation and supervision.
  • Use of psychometric tools upon completion.

See our approach and methodology