FAQ
It is a more common situation than you might think. Coaching does not require initial “faith”: what matters is the willingness to reflect on one's work.
When the journey is connected to real work situations, people progressively discover the value of coaching.
Coaching experiences can differ greatly. Often what didn't work was not coaching itself, but the way the journey was designed or connected to the organizational context.
In the i•dive method, coaching is always connected to people's daily work and sustained by tools that help maintain focus between one session and the next.
In the i•dive method we monitor journeys through:
- definition of initial goals
- aggregated quantitative data on the progress of journeys
- qualitative insights emerging from exchanges between coaches
All in full compliance with the confidentiality standards of professional coaching (ICF).
Sessions start from real work situations and help the person develop new ways of acting.
The i•dive platform also includes a feedback feature that makes it possible to gather perceptions from colleagues or managers and monitor progress over time.
The platform includes a Check Point feature that helps people reflect on their skills and monitor their development over time.
When useful, we can integrate assessment tools. Our team includes coaches certified in tools such as:
- Hogan Assessments
- Nova Profile
- Six Seconds Emotional Intelligence
Choosing between Individual Coaching, Group Coaching and Team Coaching always requires a moment of analysis.
At the start of the project we hold an exchange with HR and an internal analysis among the coaches to understand the context, goals and organizational dynamics.
On the basis of this analysis we formulate a proposal that may include:
- Individual Coaching
- Group Coaching
- Team Coaching
or a combination of the different approaches.
Yes. The most effective journeys often combine different levels of intervention.
For example:
- Group Coaching alongside Individual Coaching sessions
- Team Coaching accompanied by Individual Coaching for the team leader
This makes it possible to work both on people's development and on how the team functions.
No. Technology is not what generates change.
The platform uses nudge coaching principles — small, non-invasive prompts that help maintain focus on development goals without creating notification overload.
Yes. We work with organizations where data security is essential.
The platform is managed according to ISO 27001-certified security standards, one of the leading international references for information security.
At present we do not use AI for matching coaches and coachees, or mentors and mentees.
We believe matching requires a careful understanding of the organizational context and the people involved. This is why we prefer to carry out thorough analysis together with HR.
Yes. Coaching is often particularly useful precisely for senior and executive figures, who rarely have structured spaces to reflect on the way they work and make decisions.
In roles of high responsibility it can be difficult to find people with whom to reflect openly on choices, relationships and organizational dynamics. Coaching offers a professional, confidential space that helps develop greater awareness and face the complexity of the role with more clarity.
For these figures it is also possible to arrange executive journeys, including in person, guided by coaches with strong experience in organizational contexts.
Yes, but with formats designed differently.
For people at the start of their career, coaching can be particularly useful for developing skills that are often not trained in technical programs, such as:
- the ability to reflect on one's way of working
- managing professional relationships
- upward communication
- awareness of one's role within organizations.
With more junior profiles we often use Group Coaching journeys, which allow people to exchange views with colleagues facing similar challenges and foster peer learning.
During our journeys we maintain a constant dialogue with HR, always respecting the confidentiality of the coaching sessions.
In the first weeks we pay particular attention to the start of the journey, to catch any initial difficulties. If necessary, moments of exchange with HR or adjustments to the journey can be arranged.
Our goal is to ensure that coaching remains useful and sustainable for people, while maintaining alignment with the organizational context.
Fatti consigliare da una persona del team
Se vuoi portare lo sviluppo delle persone dentro la realtà del lavoro, iniziamo da una conversazione. Raccontaci chi siete, che momento state vivendo e dove desiderate andare: costruiremo insieme un percorso di coaching coerente con la vostra organizzazione.