Coaching is a development process during which a coach supports a person in achieving a goal. Coaching promotes self-awareness, the discovery of personal potential and its maximum application to achieve the goal.
Coaching focuses on the future and how a person can shape the future “here and now”.
A coach is a partner and supporter whose role is:
– to help a person to set the right goal – to find and formulate, to understand his inner motivation
– to support a person to move towards a goal, to use knowledge, skills and qualities in the best way
– when obstacles appear, to help understand the deeper, including psychological, causes of the obstacles, deal with them and overcome them
– in order to achieve sustainable development and results, a coach helps a person to strengthen his self-belief, develop self-reflection, encourages him to learn from experience and integrate the acquired knowledge into life.
Come to coachig’ if:
– you want to understand what change you need in your life, formulate and create a clear vision
– you need support to get on the road to your goal
– you need to understand how to overcome obstacles in the best way
– you want to find meaning and learn from difficulties
– you want to get to know yourself in order to use your resources as best as possible

SUPERVISION for manager and specialist,
Supervision deals with solving work cases, work-related challenges and difficult situations. The purpose of supervision is to support effective self-management, to find effective solutions and ways of working, but also to see the bigger picture – what opportunity does this particular situation offer to the person, the team and the system? Supersivion raises awareness of what is happening, highlights new perspectives and helps reach a better solution.
Come to supervision if you want:
– find an effective solution to a difficult work situation
– to discover the opportunity and need for development in what is happening
– develop skills and qualities necessary for work
– to increase job satisfaction and motivation; prevent burnout
– initiate and implement changes at personal, team or system level

Leadership Development


A coach supports the manager in his personal and professional development. Coaching helps the manager develop the skills/competences necessary for managing people, and also focuses on the development of personal and leadership-related influence, the challenges of the manager, and unlocking the leader’s potential.

Come to coaching if:
– you want to be more effective in managing people, develop communication and cooperation skills, increase opportunities for involvement
– you want to find out what are the possible “leakage points” of your influence, triggers, challenges and obstacles that prevent you from being effective in the role of a leader
– you want to be effective even in situations of pressure, criticism, resistance or uncertainty
– you want to find an effective solution to a difficult situation
– you want to become aware of your own personal vision and motivation of being a leader and make him work for the organization.

By developing, first of all, their personal ability and awareness, managers are more creative, innovative and able to influence the environment more effectively, using the power of influence that comes from their position. A self-aware leader can build productive relationships with a team to achieve organizational goals.


Coaching/inclusive leadership development program
Power intelligence. Management and effective use of power


Conducting 1:1 cooperation conversations
Ability to listen and ask the right questions
Developing the skills of giving and receiving feedback. Creating an effective feedback culture
Trust and commitment in the team. Team feeling
Executive health and self-management
Change management. How to be effective in uncertainty?
Group coaching/supervision between managers brings together people from the same organization who share the role of a common manager and share similar challenges with the role. Group coaching/supervision between managers makes it possible to analyze and solve current work situations together and to support each other in implementing what they have learned.

Training/Team Development


Teams have their own identity and potential, full of creativity, wisdom and enriching diversity. Clear common values, a healthy sense of trust and connection, resolved tensions, effective communication, a developing feedback culture and a balance between work and private life keep motivation high.

Launching a new team: identity and values, goals, people and roles, trust, rules and agreements – how do we want to work together?

Restarting a functioning team: what is working well, what do we want to change? A motivating environment, renewal of goals and agreements, feedback and forward communication, communication, principles of resolving tensions, recognition and appreciation, work-life balance, implementation of changes and innovations, etc.

Supporting the team’s journey: regular check-up, how are we doing? What seems to be next? How is our mental and physical fitness? Relationships? Implementing changes and growing together. Overcoming crises, including crisis intervention.

Conflict and Tension Resolution: Coping with conflict between two or more parties in a supportive, constructive and forward-looking manner.

As a coach and supervisor, I help:
– understand what the team needs to strengthen trust and connection, to achieve/maintain a sense of psychological security
– value diversity, support inclusive and open commutation, developing feedback
– bring conflicts to the surface and deal with them with care and awareness
– celebrate achievements, map necessary changes and move towards the goal

Coachiva leadership development program
Power intelligence. Management and effective use of power
Covision method training and creation of a covision system in the organization
Inclusive management. Diversity as a resource and a challenge
Developing the skills of giving and receiving feedback. Creating an effective feedback culture
1:1 collaborative conversations as a tool for inclusive leadership
Ability to listen and ask the right questions
Trust and commitment in the team. Team feeling
Executive health and self-management
Development of coaching skills, including practice coaching
Change management. Coping with resistance, team involvement
Basics and practical skills of tension and conflict resolution
Communication skills and self-development. Difficult people and situations
Remote/hybrid work challenges and team support
Self-management, personal and professional development
Mental health and well-being. Job satisfaction and self-motivation. Work-life balance.
Stress management, burnout prevention
Psychological endurance or resilience
Emotional flexibility and emotion management
Helping a helper. Prevention of burnout of education and healthcare workers
Listen to your body. Developing awareness to strengthen mental and physical health

Psychological counseling

The goal of psychological counseling can be to solve a current problem/crisis, as well as systematic structured meetings, the purpose of which is to work on eliminating psychological problems, increasing awareness, and supporting development.

Common topics to address:
chronic, including emotional fatigue, stress, tension and anxiety, couple and family relationships, conflicts, relationship difficulties; insecurity and self-satisfaction, self-criticism and development, accidents, loss and grief, different moods and states, addictive behaviors and tendencies, life crises, adapting to and implementing change; choices, decisions, dreams and goals, self-development, awareness, creativity.

The length of the meeting is 50 min/individual and 1.5 hours for families and couples.

Psychological counseling is psychological help in solving difficult life situations, an opportunity to better understand yourself and the world around you. The goal is to provide spiritual support, improve well-being, increase self-awareness, resolve crises and conflicts, support people in changes and in achieving set goals.

In the case of psychological counseling, there is a greater chance of preventing mental disorders, in case of suspicion of a clinical disorder, referral to a clinical psychologist or psychiatrist for diagnosis and treatment of mental disorders.

Reception in Tallinn at Tartu mnt 7 (with pre-registration) or online (Zoom, Teams, Skype, Google Meet)

Call +372 5151 878 or write here

I start from client-centered counseling, a systemic approach and process-oriented psychology, i.e. process work.

Process work was created as an approach to psychotherapy in the 1970s and 1980s when Dr. Arnold Mindell, a physicist and Jungian psychoanalyst, laid the foundation for it. Today, process work is primarily known as an ever-evolving “mindfulness practice” used in psychotherapy, personal development, coaching, leadership development, work with organizations and communities, as well as medicine and the arts. Process work has its roots in C.G. Jung’s analytical psychology, quantum physics, and Taoism. The method of process work allows you to approach the situation on three levels: facts, feelings and intuition.
Client-centered (humanistic) counseling, i.e. non-directive counseling, is based on a view of the person, which states: a person is good, reliable and constructive by nature. If you support a person, help him cope with a stressful situation, strengthen his self-belief, then he can make the right choices for himself and cope with the situation.
The systemic approach believes that people and events are closely related and mutually influenced. A systemic approach takes into account the existing problematic fact and deals with it, thereby influencing the situation and also the entire system here and now.