It usually is used to mean customized accompaniment, limited in time and for willing individuals. Coaching involves start and finish points. A professional objective is clearly established.
Development coaching finds its legitimacy in the solution that may be found to problems in the following areas:

• Change and fear
  When new shareholders or a new boss arrives, when product ranges change and new production tools appear, in cases of restructuring ;
  
• Status and Power Struggles
  When information is held back or massive flows of information occur, when a management style is not received well by the employees, when new positions are filled ;
  
• The change dynamic:
  When an employee starts managing his former colleagues, or in the case of a new team being created for a new project or a diversification of activities ;
• Stress and exhaustion (burn out)
  In company cultures where time does not count, time management problems, harassment, open conflicts ;
  
• Frustration and failures
  When the objectives of a job are incompatible with each other, the failure of a team to function ;
  
• Renunciation and grief
  When the boss changes, the founder dies or colleagues disappear because of a trauma following crimes or accidents.
  

As practiced at EXCELIA, coaching is a process of accompaniment, focused on the individual in his/her professional situation. It involves four levels of exchange established between the coach and the individual:

• reference to the content of the defined objective,
• taking into account non-verbal communication,
• analysis of the emotional processes tied to actions, thoughts and speech,
• taking into account symbolic relational investments.

Because the coach is trained and conscious of the explicit and implicit challenges, he can knowledgeably accompany the individual towards a clear, predefined objective.

PREREQUISITE: respecting the person
The coach is convinced that the coached individual has within him or herself a true potential for progress.
The success of the coaching process is tightly linked to the quality of the coach’s personal investment.
The coach is neither a substitute nor a professor. He does not make decisions for the coached person. He accompanies him/her in the thought process and is committed to remain at his/her side.