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New Normal?

I read every day about the New Normal, yet no one seems to know what it means or how it will look like. New Normal sounds like a cliché to define a future defined by a few experts for the majority of us who have very little insight into the world to come. We can observe some trends emerging shyly, but not much more than that. And in a situation like the one the world is going through, any expert, today, can only be an expert on the past. There are no experts on the future.

Very few times, if ever, have we been faced with this kind of uncertainty, and we are not well prepared to live in uncertainty. We need frames of reference to which to relate our views, thoughts and decision making. Yet, in the midst of uncertainty, we seem to hear and read so many statements about what will come. Maybe we are confusing our need to know, for certainty, with our desires for normality, whatever normal, any normal.

Normal is habit and we are creatures of habit.

Yet, what is normal? What was normal? Was the world we lived in the world we liked? Was the kind of life we had got accustomed to the one we were freely choosing?

Many years ago, I learned that freedom is not only about choice and choosing. It is about choosing with inner joy. Joy is the acid test for real freedom. Choosing between two or more bad offers, just because we have to, is just a rational option. Maybe better than no choice at all, but far from real freedom. This circumstances we are facing allow us to give birth to a chosen future. The world, our own world, is being turned upside down in more than one way.

On the one hand we are in a life slowdown that allows us to revisit what we are doing, why we do it that way, and how we would like to design our future. And it gives us the opportunity to revisit our values, rediscover our natural ways, and change our questions, rather than running for the safety of the immediate and popular answer. No one has the answer. Doctors don’t  have them. Politicians don’t. Economists don’t. Businessmen don’t have them. Neither do Scientists, Artists, Religious Leaders or other usual authorities of their fields.

It is a most interesting time for questions and allowing for the answers to develop, unfold, emerge.

Uncertainty invites to questions, and questions upon which we can reflect can help us build our future as persons, as family members, as community and social members, as company or corporate members. We can only have good questions that help us in connecting some dots and imagine how the emerging web may look like.

On the other hand what this unpreviewed situation kicked off, is a full acceleration of digitalization projects and processes around the world. Many companies had their plans set for the next few years, and a good part of those have been pressed by circumstances to happen in next few weeks. The announced Digital World has finally arrived in the corporate world, and we might believe it is here to stay. The companies that are helping us through the challenges of this circumstances, and strived as a result by manifolding their business opportunities, are the ones which were built as digital companies and understood the concept of Digital, right from the beginning. Digital is not just communicating and interacting online.

Digital is about integrating processes with the least human interaction, thus reducing time and human intervention.

One of the biggest questions we face is how we will design our work, jobs and redefine our roles in such a way that we can find the opportunities for new possibilties, new creations, new learnings, new careers. Maybe we will not find a New normal. Whatever comes, we will not recognize it as well known. We will be dealing with many “News” and few “normals”. But our human spirit, resilience, and creativity have always strived in the face of difficulties, so let us look into a world that will bring many challenges and many opportunities as well.

May I invite you to explore on the following as a possibility of reflection and connection with yourself and your spaces of influence, so that some insights and inspirations for the world to come may emerge?

Exploring our Personal World

  • What has (or still is) confinement been allowing us to learn?

  • Is it possible that we had become uni-dimensional beings? Economic beings, producing, earning and spending in a certain automatic pilot fueled by the needs of the economic wheel of the world?

  • May we have re-discovered our other dimensions? Our creative capacities and abilities, our forgotten social needs, our spiritual beliefs and guidelines? Our driving values?

Maybe we get to understand that life is the process of becoming who we are.

  • What have we learned that we can add?

  • What have we learned that we can take off because we discovered that it is not who we want to become..?

  • What are those things in you that could never be reproduced by digital entities, yet complemented by them?

  • What ways do you see yourself using the digital world in order to master it, instead of being ruled by it?

And what about our professional life?

  • How will the new thoughts and perspectives impact the choices we make in our profession? Are we on a path we like?

Maybe we are on a comfortable path but let’s also increase our awareness that different ways are possible and beneficial.

  • How are the dynamics of work withholding or promoting healthy environments for us and most around us? How may those environments be impacted?

  • Which might be the new ways of work?

  • How has working remotely impacted our relation with our fields of influence and our contribution to the organizations we participate in?

  • What of all we do has shown itself of scarce relevance and what spaces of maximum contribution with the least energy expenditure may we have discovered?

Maybe we have realized that we become more productive and more enthusiastic in certain settings, regarding specific challenges and certain tasks and projects. Maybe we realized how much less than we thought is needed to be productive and joyous. Maybe we have discovered how much time at the office we are being effective and contributing, and how many hours we are just being there in useless meetings, until time to go home or getting out to private activities arrives.

Exploring our Relational World

We may most probably have become familiar with joining meetings where we see each other in our respective screen rectangles. How is our identity and self confidence being impacted, when we depend much more of what we express in that “just face and trunk” small rectangle among many others on a screen, and can not rely on the physical ways or expression attributes we have grown to rely on in our communication?

  • Has it increased our communications assertiveness? Have we developed an online style?

  • Has it impacted our authority, did we feel the same as in physical gathering meetings?

  • What did we miss? What did we realize we felt deprived of and what does that tell us about ourselves?

Maybe that if we formally occupy positions of power, we are accustomed to the symbols and semiotics of power, which now become unseen and unperceived for the natural restrictions of the digital interaction. Our bigger or nicer office, our material benefits, our cars, suits and dresses and other material expressions of success or achievement cannot be seen. It is just about our face, almost barely just ourselves, with who we are summed up in what our minds and emotions can say and contribute. Social democracy as good as it comes.

  • How does our social presence feel that way and what does it tell us about who we are?

  • What about our external business relations? Will the ways of interacting with customers change?

  • How much of our interaction will keep being online?

  • How will the acceleration of the digital integration impact what we do?

  • Will supply chain progressive integrations affect the demand of our interactions? Will our part of human activity require new skills?

We may have to reflect and learn about ways of influencing, sharing insights and negotiating in a space where different sensorial impacts may be needed.

  • How will transversal teams integration evolve? Will remote access empower or disempower integration?

  • Maybe we will be holding hybrid / in-presence meetings and maybe we integrate matricidal teams in different ways.

  • What communication skills and awareness attitudes will we need to explore and learn?

There will probably be implicit emotional challenges and we may need to understand how to manage those emotions.

  • Will the new way of meetings change the balance of interaction between introverts and extroverts?

How does remote interaction help to bring out increased exposure for introverts, who usually have lots to contribute but may restrain themselves in the fully in presence meetings?

Maybe we will discover an increase of valuable insights if allowing choice of interaction channels  for different persons.

What about our Ego?

  • What happens to our ego? How does our perception of what others see in us impact?

  • How may your peers and reports observe you in this at-distance relation? What kind of adjustments will we need to install in our communication?

  • Do we need to get emotionally closer, when the physical distance and presence is avoided?

  • How does our family perceive us, and how does it impact our relation?

If you were usually going to the office every day, and you are suddenly home everyday, how does this relate to the stereotypes of “going to work” we have ingrained in us since early days? Is this an advancement of how the future will look and a good example for children and youngsters of the natural way of working?

  • Does it make you feel a successful modern professional or does it feel like a marginal one?

  • What about our relation with vulnerability?

We may be accustomed to being in a steady professional image and role.

And now a child cries, a dog barks in the background. Do you feel as unprofessional in front of others when this happens? Maybe this helps us to allow ourselves to be and act more human. Accepting that this reality of life affects us all in similar ways.

Maybe this shows us that the strong Power Dressed non-vulnerable hero people seen at the office and in power meetings every day, actually have a puppy, and a child, and a spouse at home which make them so more human than the facade of the daily role we were accustomed to. And it might take the burden of appearance off many bosses backs.

Handling Time and Responsibilities

The initial remote work days seemed to be longer and quite disorganized. All that could usually be dealt with in a few minutes at the office required a scheduled meeting, and the different information sharing systems took a time to be managed by everyone. But the learning curve was quite fast and meetings over the different video conferencing platforms multiplied.

  • How is time handled?

  • What are the boundaries between work life and private life while at home?

  • How do people who have school age children in charge at home organize with several duties simultaneously?

  • What did we learn? Will our ways of working and distributing time ever be the same?

It is very possible that once and for all we stop thinking about work as a matter of hours as it was in the industrial era of the 19th and part of the 20th century and start accepting that in the knowledge era work is about getting things done. Its is about smart work mindset replacing hard work mindset. But are we ready for that? Will we able to get our work done and up to date in less hours than at the office and use our time for other things that fulfill us and contribute to society?

  • How will work be rewarded: by time/ hours devoted or by effectiveness in completion of tasks and projects.

  • What will be the financial implications ?

We will most probably face a very varied menu of choices and varied kind of agreements between employer and employee. How will we handle implicit responsibility if we choose to go the smart work road? Will those of us who learned that work was a ten hour day ( at best) at the office routine feel guilty if we are not working around the clock? How will we deal with the need of this new mindset?

Maybe we need to take a more entrepreneurial attitude, even when we have the benefits of our companies containment.

But entrepreneurs are the ones who need to battle the most against entropy, against the possibility of spending energy in low return activities. The energy they spend needs to be at least a bit less than the one they produce and that unavoidable requires working smart. What are the areas in which you work smart? Where you produce the most with the least expenditure? What is the 20 % of your efforts that delivers 80% of your results?

This is probably a good time to have this clear, because if not, we may be exactly at the opposite equation. It’s an opportunity to start designing our future. We may just take what comes given, or we may bring some strategic thinking into the design of our future. As mentioned earlier, the economic changes will stimulate accelerating Digitalization as a means of cost reductions into the future. Maybe that several jobs and roles are only necessary for shorter interventions. And maybe we will distribute our productive time among different kind of jobs or short contracts.

Most of us who are employed may need to start thinking into the future as independent contractors. Would it be possible that one of those contracting offers we may bring to the market is aligned with some of those work ideas we had been postponing? What has been on our mind for long, but we have privileged the benefits of our usual life as it was, and postponed attention to our life ideals?

Disruption times are ideal for embracing design of the life we would like. Are we clear about what we are really good at, really talented at in such a way that we can turn that into an interesting offer when the work market starts shifting in new directions? If so, what do you need to add to your set of skills? How do you need to take charge of preparing yourself as a professional solution in the field of your desired endeavors? Let us make sure that we contribute to system life and all it contains, out of strengths and given talents.

There is no New Normal.

If anything becomes Normal again, make sure that the new habits, the new normality is the one of your choice and not one imposed by forces we do not even understand. We are all agents of the change we want to produce. It is not easy but it is more than rewarding. Take advantage and embrace the opportunity to become who you are and build the world you want, for yourself, and whatever organization, business, or community you want to contribute to by having decided to be part of it.


The events that are unfolding are facing us all with new challenges. Staying positive in a demanding scenario and taking it as a learning experience rather than a difficulty is also a matter of aware processing, and putting matters in a favorable perspective. Working at home is a well known concept, but doing it for the first time, in a non-accustomed way, in an uncertainty laden emotional environment, is something very different. What is more, communication needs to be way more effective at distance than face to face. Therefore, it is not only about available technological devices, it is about having the adequate awareness of what is necessary to make the telling / listening dynamics work effectively.

This is the time when a professional realizes that she is not a role, a hierarchy, a powerful title, but a human being. The professional still is a human being in its different dimensions, and not only the economic one. When professionals realize that nothing has prepared them for sustained uncertainty how do they feel?

This is the time where we will have the opportunity to connect with our character as human beings. The time when we connect with what we stand for, what makes our heart beat, our life be worthwhile and our contribution significant to the coming world’s balance.

This is the time when we can heartfully connect with who we are. We can understand, once and for all, that we are not our job titles, our fame, our achievements, our homes, fancy goods, or our lifestyle. We are what we cannot loose in a shipwreck. And that what we have inside, what drives us, what gives meaning to our existence, which makes us assume the responsibilities of being alive, is what these times are about:

  • Times of Companies to show what they stand for; to show if employees are considered Humans or just Resources.
  • Times for Leaders to stand up to this expression and help their teams to live through this crisis, which is, as never before, full of opportunities.
  • Times to see the glass half full, because those who do, will emerge from this circumstances having designed their own future.

The world will not be the same. Work will have changed forever. Life will be lived in a different way. As we recover our human connection, we will be unavoidably more digitally minded than earlier, and this transformation will be unpredictably fast.

We are very fortunate. We have been helping global executives with our pioneering  Digital Executive Coaching approach for more than ten years now. Therefore, we are experts in bringing human connection and warmth to the digital world of at distance relations. We have been walking the talk with them through their growth paths, achievements, promotions and their companies directly related benefits. We have been with them in the ups and lows of the corporate and business roller coaster. Sometimes it is about professional challenges, sometimes it is about personal ones. However, we have always known that “good” work performance is not possible if there is not a caring and aware human being behind the role.

It would be a pleasure to bring our experience in remote effectiveness assistance to you today, during these times to help your people. We can help them through their fears, their loneliness and through their doubts & confusions. We want to help them to see this as the opportunity ahead. When looking at how the past can transform into an unforeseen positive future, we take the drivers seat and start designing the future, with what we have available. We want to help leaders to apply the necessary leadership for this times. They can help teams to replace their fears about their jobs for the love of a common and inspiring perspective of positive change.

It is not about business targets. It is about inspiration, about turning mindsets, fine tuning perspectives and having something for which to stand up in the morning with best energy. We want to be active contributors to your people’s well being and psycho-emotional balance in this challenging situation. Let us do this together.

The balance, and implicit disciplines of spending work time and personal / family time, while at home is also something that may place relational issues which need to be worked out. Dealing with the news, the emerging fears, handling worries and emotional states, is something which we are very experienced in helping at through coaching. Thus, get in touch with us or tell us when to get in touch with you. It is the right time to do it.  It is the right action to launch. We look forward to hearing from you.

With our best regards and wishes of good health,
Your CoachReady

How affected are you by the opinion of others?

“We are as exposed to criticism as we are to the flu”

Friedrich Dürrenmatt

We are all under the magnifying glass. People constantly judge our actions, thoughts and feelings, and we evaluate theirs. Sooner or later we all face criticism: your boss gives you feedback on your performance, your teacher underlines your mistakes in the paper you delivered,  your girlfriend makes you see how impolite you were at dinner with her family. So, you have no control over the appreciation people have of you. But you do have control on your response to their appraisal.

Some persons have learned how to deal with criticism and others are more sensitive. Highly sensitive people over react, shout, cry or get defensive. Why? They over-react because disapproval generates core insecurities and painful memories of stressful experiences, such as regrets and severe punishments from their childhood. They cry because they do not know how to deal with the unexpected. They get defensive because their hurt ego responds with outrage: “How can you say I am explosive, when I am calm at all times?”.

At some degree we are all sensitive to what others think of us. And there is no reason to feel ashamed. However, if you wish to, you can develop the ability to make the most out the judgments you are subject to. Below you will find some ideas on how to overcome  being susceptible to other peoples judgments.

All opinions are valid. It is normal for others to form an opinion about you, your work and how you think and act. Some may like your style and others may not, some like you and other consider you unfriendly. It’s impossible to please everyone. And you know this very well.

“The positive reviews are the worst. They are misleading because all they do is boost your ego. Then, all you want is more”

Chazz Palminteri

It’s easier to accept positive opinions, when someone says you are good looking, generous or that they consider you a good partner or an exceptional employee. You generally listen and accept these ideas gladly, because they usually match your own appreciation.

But, why don’t we welcome those opinions that differ from our own? The problem is that we assess opinions as good or bad. We easily accept positive ones and are reluctant to accept the negative ones,  so we miss out a great deal of the feedback we are given. The key is to remove both good and bad labels, listen in a neutral manner, assimilate the information and see what we can learn from them. The following is a Chinese story that, precisely, refers to our trend to constantly evaluate our experiences.

A farmers happiness depended basically on two things: what happened to his horse and to his son. One day, when he woke up, he discovered his horse had ru0n away. “This is bad”, he said and became depressed. However, when he woke up on the following day, the horse was back, so the farmer said, “good”, and was very happy. A day later, whilst riding his horse, his son fell off and broke his leg. Once again, the farmer said, “This is bad” and sank in his sorrow. But the next day, the army marched into the village and enlisted all  healthy young men to fight in the war. And, of course, the farmers son was let off due to his broken leg. Then, the farmer said, “good”, and was filled with joy.

Sometimes, what at first sight appears as a setback is a blessing in disguise. And what seems good at first glance is actually harmful. The farmer was on an emotional roller coaster based on the good and bad labels he attributed to each event.

“To show resentment at a reproach is to acknowledge that one may have deserved it”


If you find it difficult to accept comments from others, or your emotional reaction is out of proportion, perhaps there is some truth in what you hear.  Give critiques the benefit of doubt: perhaps  you do act recklessly  when drinking alcohol; maybe  you do behave a little obsessive regarding house order;  you possibly are arriving a little late to work meetings. Admitting that there is some truth in what you are told can be  painful, but it is also a good opportunity to make changes on a personal level.

But, in many occasions, what makes it painful is not what they say but how they say it. If this is the case,  it would be appropriate to admit the opinion was spot on and request they say it in a more polite manner. Generally, It’s possible to do so at work, at school, with friend or with our partner.

These are ways in which criticism can be used in your favor. The less sensitive you are to others judgments, the stronger you will be to cope with difficult situations.

Fear of not achieving goals

Many executives in commanding positions are faced with the reality of fear, uncertainty or doubt in achieving the goals they have been assigned. Read this article so you can learn why this happens and how to develop healthier ways to handle these situations.

Fear, as from an emotional point of view, intends to protect us from a threat. If you are warned that your office is on fire, fear moves you both physically and mentally to run and save your life.

But there are also fears that are psychological. These are generated when there is no real threat in your environment, but you feel threatened when you are assigned a goal you must achieve and you fear you may fail, you fear not being able to achieve it, or be seen as incompetent and lose your value as a person and as a worker.

At first, the purpose of this fear is to protect yourself from all these experiences, but unfortunately you will also paralyze, you’ll avoid taking risks, and might feel insecure when making decisions, seem inhibited, you fear being exposed in the eyes of your team and  this will affect your power and influence as a leader.

As a result: It will be even harder to achieve the goals you were set at work.      

The core issue is the lack of self confidence, low self-esteem. Doubting your skills and resources to successfully achieve goals, or those expected from you, notwithstanding how good intentions one might have.

For this reason, your main focus should be to strengthen your self-concept, the image you have of yourself, emphasize your talents and virtues in your own eyes and specifically work reinforcing the need to build a solid foundation within yourself.

These are some actions that will help you:

1. Prepare an inventory of your qualities and talents.

Read this inventory every day and seek to deepen on one quality each day.

Let’s say for example you are warm-hearted. Look up in the dictionary the meaning of warm-hearted. Today you will decide three ways to project this quality. At the end of the day, remember how you put into practice projecting this virtue, and fill yourself with pride in it.

Then, go through the same procedure with your next quality. The goal of this exercise is to strengthen your talents in your own eyes.

2. Keep a diary with your success stories.

If possible, write something down every day, all those small and big things that made you feel stronger and successful throughout the day. After a week, read all you have written and evoke in your mind how you felt at the time.

The purpose of this exercise is for you to realize you have the potential for achievement within yourself. If you could do this once, it means you can do it twice.

3. Meet with successful executives or with those you admire.

Ask them what goes through their mind when they are assigned a new goal or challenge they must accomplish. Ask them for recommendations or tips on how to meet the challenge with a wining attitude. You will learn a lot from them!

4. Performs visualizations.                       

Imagine fulfilling your goal to 100%, what you will hear and feel when you achieve your goal. If you have trouble visualizing, then write down on a sheet of paper as if it had already materialized, include visual, auditory and emotional elements.

Read through your story or narrative consistently and enjoy the process. Preferably in a relaxed place, upon awakening or before sleeping.

The purpose of this exercise is to program your mind for success. When one is afraid, the first things that come to your mind are dramatic scenes, the worst scenario, so the problem is further exacerbated. For this reason, we have to train our mind to think positive, directing it towards what it wants, not what it doesn’t want.

Be tenacious. The brain has a great capacity to learn new ways of reacting to the environment, but perseverance will allow you to conquer the sweetness of victory.

So the strength of your leadership will not come from outside, but from within yourself, you will feel greater power and dominion of your circumstances, thus reflecting a strong and decided leadership, you will have much more influence within your work-team. Results will just work out for themselves

Who says you can’t?

An executive has flaws too!

Executives are mostly seen as humans who are invulnerable. They have to have an answer for any question, continuously work under high pressure, be able to inspire others and stay sharp each and every day. Realistically, executives are vulnerable too. They can feel helpless, overwhelmed and confused. Hence, executives should be allowed to receive support. Executive Coaching can assist them in their development, growth and well-being. This will not only make them better leaders faster but also encourage them to live the life they want to live.

Keywords: Executive Coaching | Leadership Development| Employee Engagement | Professional Training Programs

Reading Time: 3 min

“Everyone needs a coach”

Bill Gates

What is Executive Coaching?

Imagine having the best athletes all together in one team. They might all be talented on their own but without a professional coach, they will never win the game. Every high performance team is coached in order to achieve best personal results. The same is true in business. We all need people who give us objective feedback in order to help us to improve. An executive coach asks the appropriate question for you to find the right answer. However, this is not a therapy session – it’s business.

Coaching originates in French/Hungarian (French: coche; Hungarian: kocsi) and refers to an actual carriage which “brings people from one place to another”. Executive Coaching can be seen as a means of transport for a coachee (person who is coached) to reach a designated point (e.g.: increased effectiveness). Moreover, Executive Coaching is a personalized and confidential process that accompanies the development of people between what they are now and what they want themselves to be.

The International Coach Federation (ICF) states that Professional Coaching consists of a continuous professional relationship that helps to obtain extraordinary results in the life & profession of the people. Throughout the Coaching process, the clients deepen their knowledge, increase their performance and improve their quality of life.

“Coaching is a learning process”, defines Coachready, the first Online Coaching Company that has been coaching international companies (e.g. Loreal, Sony, Sanofi, etc. ) for more than 10 years. “Executive Coaching gives the possibility to learn about ourselves in order to further develop and foster effectiveness at work”. CoachReady provides the appropriate service to assist its clients in understanding the potential to maximize their performance.

Who is an Executive Coach?

From the perspective of Executive Coaching each client is a person of change. The executive coach operates as a companion in order to help the person to live the life he wants to live, personally and professionally. Executive Coaching requires the coachee to be capable of designing and carrying out actions that impact on himself and his environment. An executive coach accompanies the process but does not give orders. He assists the coachee by holding him responsible for his own life.

“People are never good at seeing themselves as others see them – a coach really helps”

Eric Schmidt

The coach is the one who guides and encourages going beyond the limitations that people impose on themselves in order to be able to develop their full potential. The executive coach helps to make the most out of people’s abilities and empowers them to live a productive and satisfying life. Every professional executive coach himself has worked in a leading position or rather as an executive for many years. Furthermore, the coach has to complete a full education program in the field of Coaching.

Unfortunately, there are many unqualified people calling themselves “coaches” who rather cause problems than solving them. Every company has different criteria. Becoming a coach for Coachready implies to go through an intensive selection process in order to acknowledge capabilities and expertise. The executive coaches at CoachReady are highly specialized professionals who simultaneously work in leading positions for international organizations around the world. Specialists from various fields form the team, such as Human Resources, Medicine, Psychology, Engineering, Law, Social Sciences, Business Administration, Information Technology, Marketing, Internet and Education. All of their specialties are related to understanding the executive’s life in organizations.

How does Executive Coaching work in practice?

The Executive Coaching relationship begins with a person (the coachee), team or organization explaining to another person (the coach) the results that should be achieved and have not been accomplished yet. Executive Coaching takes as a starting point the current situation of the client: what is the coachee willing to do now in order to get where he would like to be in the future?

Both parties agree on a strategy declaring their commitment to the Executive Coaching process. However, every result depends on the intentions, choices and actions of the client while the coach supports him. The executive coach assists his client by comprehensively observing different domains of his life. A personalized Coaching method is applied depending on the needs of the coachee. Thus, the client’s abilities are being refined to incorporate new distinctions that enable different points of view and new possibilities of action. Executive Coaching is a continuing process of regular conversations that favors the learning and transformation of the coachee. Nevertheless, the way of communicating has changed.

The Evolution of Executive Coaching

Until now, Executive Coaching was seen as a service that can just be executed while the coach and the coachee are physically present. However, as we live in the 21st century having conversations via mobile devices is daily practice. In fact, we do not even have to work in an office anymore thanks to the possibility of working online. However, frequent traveling employees and internationally working managers with a tight schedule often find themselves without sufficient human support. But why are we not just using state-of-the-art technologies to assist our personnel in this new age of digitization? The simple answer is: money is scarce, always. The honest answer might be related to being afraid of technological advancement which, in fact, could lead to lower costs and more efficient solutions. Nevertheless, many companies decide against measures to assist employees (e.g. Executive Coaching) because time and financial resources are missing.

In the last 10 years CoachReady has been mastering its approach to tackle these ubiquitous problems and developed the solution: Executive Coaching Online. Using a centralized platform simplifies the interaction of coachee and coach. CoachReady’s service makes it possible to reach people in a personalized and confidential way (one on one), using the tools that technology offers (online), whenever they need it (on time) and wherever they are (anywhere). Location-based Coaching of the past is just not appropriate anymore in the digital environment in which most companies find themselves today. CoachReady provides a competitive advantage as well as an economical solution.

“Our aim is to promote a learning culture connecting people with their aims, values and goals to transform and strengthen organizations in a digital manner”

CoachReady | World’s first Online Coaching Company