Philosophy

Transform the test or the constraint in search of new equilibrium, in opportunities of progression and preserve its vitality and the meaning of its Life!

To make this a reality the following concepts underlie the professional practices of Anita Olland:

Holistic approach: Address a context beyond its appearances and consider all the elements that can participate in its creation

Systemic thinking: The human being with their intelligences (brain, heart and body) makes up a system. The company is also a system whose different parts influence each other, a living organism with the capacity of constant evolution (adaptation and continuous improvement).

Symbolism: That which is subtle can inspire us, beyond what we expect. The use of colours communicates messages in addition to words. For example: Copper subtly speaks of masculine/feminine and of our capacity for transformation through external or internal elements, white which appears uniform nevertheless contains all colours and orange which is generally perceived as a hot colour, is challenging and provocative.

Pragmatismus: Die Umsetzung relevanter und angepasster Lösungen. “Dem Pragmatismus nach ist eine Lehre nur dann richtig, wenn Sie tatsächlich funktioniert.” » (www.cnrtl.fr/etymologie/pragmatique).

Pragmatism: To serve the implementation of adapted and relevant solutions. "Relative to pragmatism, a teaching that is true is only that which actually works.”


Ethics: Be aware of the consequences of our actions and choices on ourselves, others and systems. To be responsible and to work at our best level, closer to our values ​​in constraining environments and to think beyond our interests to those of the common good.

Excellence: Literacy defines excellence as the highest degree of quality in a genre. For the human race, excellence would then be the capacity of the human being to use their three intelligences and their conscience in order to enter into an alliance with the living, to become the principal actor of their healthy growth. The human being who seeks their eminent degree of quality surpasses themselves and rises by diving deep into themselves, so their actions (the material) take support from their interiority (the immateriality of their talents, motivations) and their values as well as their spirituality.

Salutogenesis: A concept, developed in 1970 by Aaron Antonovsky, which consists of studying and researching the factors of our personality and our life that permit us to stay in good health and / or to go through crises. A concept of emergence and health maintenance, which is unlike the pathogenesis that researches the conditions of occurrence of diseases and their development. When taken into the world of work, pathogenesis pushes us to study psychosocial risks while Salutogenesis invites us to strive towards a healthy work climate and to seek the means, conditions and resources that will maintain this breeding ground of excellence.

Code of ethics

Coaching is a creative process that supports you in expressing your talents, your best potential, finding your solutions, defining your goals and developing your strategies of adaptation, evolution and success.
The right conditions for successful coaching are trust and mutual commitment to the work process.

  1. 1. PRIMARY DUTIES OF THE COACH
    1. 1.1 Use during his/her interventions all their experience and their personal and professional skills according to the problems at hand.
    2. 1.2 Have supervision and use it whenever a situation requires it.
    3. 1.3 Refrain from exercising any undue influence.
    4. 1.4 Check one's own competence to intervene on the problems raised during the coaching process, and in case of any shortcomings in this area, offer the client more relevant guidance.
    5. 1.5 Refusing to help the client act in a criminal or ethically unsound manner.
    6. 1.6 Obligation to respect professional secrecy.
    7. 1.7 Be able to explain the theoretical bases of the coaching process used for coaching in progress.
    8. 1.8 Regularly devote part of his / her time to updating and continuously improving one's knowledge.
  2. 2. DUTIES OF THE COACH
    1. 2.1 Leave the client fully responsible for their operational decisions.
    2. 2.2 Adapt your intervention in accordance with the development stages of your client and your actual needs.
    3. 2.3 Pay attention to the meaning and effects of the location of the coaching sessions..
    4. 2.4 Understand the request made by the client and accept to proceed with it.
    5. 2.5 To report to the Client Organization only within the limits established with the client.
    6. 2.6 Ensure the implementation of good resolutions to support real personal and professional development.
  3. 3. DUTIES OF THE COACH WITH REGARD TO THE CLIENT ORGANIZATION
    1. 3.1 Consider the person (or group of people) with whom he or she is involved as part of a global system, and serve the interests of the whole system.
    2. 3.2 Be attentive enough to the business, usages, culture, context and constraints of the client organization to understand the operational aspects of the issues raised.
    3. 3.3 Establish with the client a clear contractual agreement specifying the expectations or objectives of the coaching, the framework, the obligations and the rules related to each intervention.