Our services
eLumya offers customized Live online learning or in-person experiences.
Executive coaching
Live Online Micro-Coaching
Short and regular individual coaching to drive continious development and install habits.
Walk and Talk
Outdoor individual sessions with leadership coach walking by your side.
Team development
Systemic Team Coaching
Real time systemic coaching process to work as a team, not just in a team.
Team Facilitation
An event to jump start team building, trust and collaboration.
Leadership development
Leadership Development
Workshops
Tailored development interventions curated for you and your team.
Coaching skills for Leaders
An in-house program to develop a coaching culture in your organization.
eLumya partnerships range from single workshops, to year-long programs and journeys beyond.
EXECUTIVE COACHING
An opportunity to develop clarity on your leadership strengths and watch outs, understand your interpersonal impact and organizational context by exploring your feelings, beliefs, and behavioral patterns.
Then, transform your insights with confidence to experiment with new behaviors, make courageous decisions, delegate effectively, and take ownership
Typically, an executive coaching journey unfolds in the three phases
AWARENESS
Helping coachees gain self-understanding, identify challenges, and clarify their goals by exploring their thoughts, beliefs, and behaviors.
ACTION
Moving from reflection to implementation, where coachees actively test strategies, apply insights, and work toward tangible outcomes.
AMPLIFY
Empowering coachees to become self-reliant, confident decision-makers who can sustain growth independently.
Coaching is a private and confidential partnership between the Coach and the Client in a thought-provoking and creative process with a safe place to reflect, expand possibilities, and to discover new ways to achieve professional and business goals.
1 AWARENESS
Build self-awareness and clarify development goals
Session 1
• Establish coaching relationship
• Explore potential coaching focus
Session 2
• Examine outcomes of 360 feedback
• Develop coaching goals
3-way check-in N+1
Session 3
• Debrief HOGAN surveys
• Clarify impact and personal preferences
2 ACTION
Shift behaviors through practice and feedback
Session 4
• Identify enablers and barriers to change
Session 5
• Move to experimentation
Session 6
• Cultivate different practices
• Adjust and refine
Session 7
• Reinforce key shifts
• Strengthen consistency
3 AMPLIFICATION
Sustain growth beyond coaching
3-way check-out N+1
Session 8
• Capture key learnings
• Build self-sufficiency
• Celebrate growth
CASE STUDY # 1
Client Need :
Charge up both self-confidence and resilience of the Managing Director at risk of burnout
360-FEEDBACK ON LEADERSHIP BEHAVIORS TO UNDERSTAND MY IMPACT
• Conduct feedback interviews with stakeholders across organization
• Consolidate and anonymize a feedback report for the Managing Director, their hierarchy, and the support of human resources
• Lead a 3-way feedback debrief with the Senior Leader and their N+1
SELF AWARENESS TO DISCOVER MY PERSONALITY PREFERENCES
• Kick-off development process with leaders’ engagement
• Implement self-assessment with psychometric tool
• Initiate self-discovery and reflection
EXECUTIVE COACHING TO DRIVE MY BEHAVIOR CHANGE
• Embark on several confidential coaching sessions with the Managing Director
• Uncover what’s getting in the way of performance and ignite their potential
TEAM DEVELOPMENT
To work as a Team not just in a Team
…a journey of coaching the whole team
• To maximize team potential and collective performance
• To deliver a ‘ripple effect’ with stakeholders across the organization
• To accompany change at the organizational level
…a focus on group dynamics and inter-relatedness
• In team meetings
• During team stakeholder engagements
• With a broad view of business and wider impact
…a cycle of face-to-face and live online interactions where we…
• Challenge the team
• Observe, give feedback and encourage team dialogue
• Reflect on team dynamics
RE-ALIGN
Need to foster individuals to re-align and contribute more to a collective effort?
RE-INVIGORATE
Need to push the reset button and re-invigorate the team towards growth?
RE-ORIENTATE
Need to integrate a new leader and re-orientate the in-tact team to their leadership?
“In teams, everyone takes responsibility for their own and everyone else’s performance, learning and well-being.”
Prof David Clutterbuck
MEASURABLE IMPACT
29% increase in financial returns when teams have clarity of purpose and alignment to company goals
Price & Toye 2017 study of 3,000 teams
Sample Team Coaching Program
Part 1
Diagnosis & Design
• 1 to1 Team interviews
• Stakeholder interviews
• Analysis
• Session design
Part 2
Team Coaching Event
• Face-to-face Team Coaching
• 4-6 hours
• Focus on Team Relatedness & Purpose
Part 3
Team Coaching Sessions
• 4 Monthly sessions
• 90 minutes
• Priority focus areas
• Short activities and discussions
CASE STUDY # 2
Client Need :
Realign a tech team to a new ambition and reestablish meaning between team members to achieve a fresh start
…A JOURNEY OF DEVELOPMENT COACHING FOR THE WHOLE TEAM
• Conduct feedback interviews with stakeholders across organization
• Consolidate and anonymize a feedback report for the Managing Director, their hierarchy, and the support of human resources
• Lead a 3-way feedback debrief with the Senior Leader and their N+1
…A FOCUS ON GROUP DYNAMICS AND INTER-RELATEDNESS
• Kick-off development process with leaders’ engagement
• Implement self-assessment with psychometric tool
• Initiate self-discovery and reflection
…A CYCLE OF FACE-TO-FACE AND LIVE ONLINE INTERACTIONS WHERE WE…
• Embark on several confidential coaching sessions with the Managing Director
• Uncover what’s getting in the way of performance and ignite their potential
LEADERSHIP DEVELOPMENT
The learning program will encourage participants to role model Psychological Safety in their team leadership behaviors by:
1
Listening more than telling to encourage team members to speak up
2
Being vulnerable with their own mistakes to foster experimentation and learning
3
Seeking diverse perspectives to enrich decision making
4
Giving supportive, growth-oriented feedback that builds trust
What is a Psychologically Safe Team?
“Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes.”
Prof. Amy Edmondson, Harvard Business School
This experiential and practical session aims to awaken participants to the critical importance of fostering a « Fearless Organization » that enables teams
to learn, innovate, and perform at their best.
We will discover how to enhance Psychological Safety by identifying behaviors that FOSTER or UNDERMINE “fearlessness”.
Leaders will learn to role model approaches that prioritize Psychological Safety—not merely as a “nice to have,” but as a critical driver of high performance.
Participants will go away with the following learning outcomes:
• Understand the concept of a fearless organization and its essential role in fostering a high-performing team culture
• Learn to recognize and role model behaviors that promote psychological safety, emphasizing their impact on team dynamics
• Explore the challenges of taking interpersonal risks and develop strategies to create an environment that encourages open communication and collaboration
CASE STUDY # 3
Client Need :
Develop leadership skills and self-awareness to support inclusivity with the aim of becoming
a more diverse organization during a period of rapid growth
EXECUTIVE COACHING FOR THE LEADERSHIP TEAM MEMBERS
• Match Coachee to Coach based on needs and style preferences
• Commit to several confidential coaching conversations
• Incorporate innovative methodologies such as constellating or working with two coaches
COACHING CONNECTIONS INTEGRATIONS
• Identify, anonymize and consolidate the main coaching topics and behaviors across individual coaching interventions
• Hold up a mirror to the organizational strengths and offer valuable perception of areas of development
LEADERSHIP DEVELOPMENT WORKSHOP (*DEIB)
• Analyze leadership culture gaps between values and practices
• Share with entire organization at offsite
• Craft workshop to enhance belonging incorporating how we see, hear and validate others