elcome to Atesora’s FAQ section. Here you will find answers to the most frequently asked questions regarding our Company and activities. If after reading them we have not resolved your question, please contact us.
As opposed to other “general” consultancies, Atesora focuses on 3 specific and well-differentiated work areas that share the same philosophy and methodology:
This allows us to provide extremely highly qualified professionals that guarantee quality, differentiation and overall experience in our respective specialisation areas.
All Atesora programmes are completely experience-based. Using different dynamics and experiences, we seek the “transformacTion” of the participants (transformation through action). For us, learning is experience, action.
This is achieved through 3 aspects:
By experience-based, we understand that the participants act and participate through exercises and dynamics that allow them to explore (this goes beyond case studies, outdoor dynamics and similar methods). We aim to understand things firstly from the actions, from one’s own behaviour: In other words, without necessarily knowing how one is acting or why. This creates a real and specific experience base from which to start instead of trying to start from a conceptual or theoretical comprehension and then resorting to “support techniques”. On the other hand, this is similar to real life where we do not know in advance how things are going to be or how we will have to act. This makes it easier to achieve the construction of a formal comprehension of what has occurred, not based exclusively on theory but built on each participant’s own experience.
An added benefit of this approach is that no “artificial” separation is created between theory and practice. The skills we have worked on are used directly and incorporated. As a consequence, this is an enormously useful and effective approach for developing skills.
There are many consultancies who claim to practice coaching but actually offer other types of services (such as consultancy and training) under this label. What Coaching approach does Atesora actually follow?
Atesora has developed its own approach integrating different state-of-the-art methodologies in the field of adult development, from PNL, the Systemic approach, or Behaviour Modelling, to Language Ontology, to name the most important ones. Although the basis of our coaching approach is Executive Coaching, we consider it essential and an ethical requirement to inform our customers and the general market when we are using Coaching and when we are resorting to other resources.
In this sense, all Atesora consultants have been specifically trained as Coaches in prestigious international and national schools, and provide a broad experience in applying the appropriate techniques within different contexts and market sectors, following clear professional ethics and sharing the same guaranteed international praxis which allows us to differentiate ourselves from other types of “undercover” services.
The executive coaching intervention helps the person become a different observer, orienting them towards a new way of acting, towards becoming a different person.
Based on the observation of the coachee’s actions, and on the basis of a set of conversational skills, the coach facilitates the way towards a new learning by detecting the obstacles or limitations that interfere with the realisation of the proposed objectives, which had escaped the coachee’s notice until that moment.
We say that the type of “observer we are” determines our actions and therefore, our successes and mistakes.In the executive approach we determine a relationship between the Observer, the Action and the Result.
In any intervention carried out by Atesora (be it formative or coaching), we co-design with our customers the scope, duration and success scale of our programmes.
In this sense, we create all our interventions according to the requirements of our customers instead of following any type of “standard” format.Additionally, for more precise measurements, we use specific tools which allow us to identify development gaps in specific competencies and let us monitor their evolution and improvement following a specific action (such as, for example, the MPA).
It is the portfolio of services provided by an expert company with the purpose of guaranteeing the Professional Reorientation of an ex-employee who has negotiated their Separation from a company or who has been made redundant.
Because it is the original English term for this methodology, which was born in the USA during the 60’s, and it is generally used.
The Outplacement consultant is in charge of “supporting” and “assisting” the candidate in the process of a new job-search, while a selection process searches people for covering job openings. We can say that our collaboration with selection companies is suitable since we support our candidates in the search for the best positions and selection companies look for candidates.
An ex-employee who receives our support and advice.
Any employee can be a candidate, regardless of their training, age, responsibility, qualification, salary, etc.
They receive support, training and the resources that will allow them to substantially reduce the time required to find a new position or achieve a professional promotion in the company where they currently work.
Any public or private company, as well as independent professionals requiring support.
The company (the customer), the employee or ex-employee (the candidate) and Atesora.
To continue representing a key instrument in human resource management for companies that really believe that their main assets are the persons they work with.
The consultant commits to providing advice for searching a new professional activity or for starting a project on their own.
Due to the efficiency of these services, it takes candidates a third of the usual time to find a new job.
Yes. Usually, these are conditioned by factors such as the following: High specialisation or no specialisation at all, limited geographical mobility, recession of the activity sector, etc. However, through competency transfer studies or the results of the SWOTs regarding their search objectives, they ultimately find a solution.
It is an additional element that needs to be considered in the definition of the objectives, the strategy, the resources and the search areas, but it never definitely excludes a candidate from a professional activity.
The company may want to introduce a positive element in the negotiation, be consistent with their social responsibility role, or maintain (or increase) the productivity of the professionals that stay with them. It also helps admit that the employee is not the only responsible for the situation, and therefore said candidate is provided with both a way of knowing the market situation and, more importantly, the support they require in this new phase they have just started.
They do not participate in the decision, since this is the company’s exclusive responsibility.
It starts when an agreement is reached on the conditions of the separation. It is important to start as soon as possible, even when the candidate has not yet left the company.
The company can start its intervention when it informs the staff or the individual candidate, by providing technical assistance from the first stages of a merger, acquisition… Once the agreement is reached, the consultant and the candidate develop the 5 major phases of the methodology: Reception, exploration, launch, negotiation and integration, and, finally, follow-up.
First, a professional assessment is prepared alongside a series of coaching sessions in order to know if they are really interested in becoming entrepreneurs. If the objective is clear, they are provided with the support of an outplacement programme with a consultant specialised in self-employment.
In these cases, contact would be maintained and the candidate would continue to benefit from any opportunity that would arise.
In a free market, claiming such a guarantee is pure deceit. Our programmes are designed to achieve success and support the candidate until this happens.
Only in cases where the candidate suffers from an ailment or pathology requiring clinical treatment incompatible with a professional activity.
We provide Senior consultants that adapt to all types of profiles, regardless of their experience and sector. In many cases, candidates wish to change or reorient their professional career towards another position or industry, and in this sense it is necessary to have professionals who are familiar with all the sectors and functional areas in the market.
We have two types of consultants, Senior and Self-employment consultants. The latter are oriented towards guiding programmes for candidates who wish to enter the market by starting their own business.
The objective of an OPC programme is to support the candidate who has been made redundant by their company by providing them with the tools required to achieve their objective: Finding a job.
Atesora has its own networking which is regularly managed. This network is based not only on our contacts with Human Resources departments but also on the loyalty of our own relocated candidates who are currently holding responsibility positions.
The hidden market are all those market offers that are neither visible nor published in any media. They are handled through business and personal networking.
Atesora provides overall national and international support, both for the Professional Transition Area and the Professional Development Area.
Atesora’s professionals have a broad experience in all our business areas. We consider ourselves pioneers in Outplacement programme management, and have been present in the market for over 15 years. Our policy and work methodology lead us to providing high levels of commitment and quality in our work. The customers we work with can attest this fact.