Services
Needs-Based
In-House Trainings
I offer needs-based in-house trainings that support the internal development of organisations – whether the topic is teamwork, communication, assertiveness, leadership, burnout prevention, or finding meaning in work.
Entrepreneurship / Leadership training
Educational sector trainings
Coaching
Coaching is a structured collaboration aimed at achieving a specific goal, building skills, or shaping habits. It can be a single session or a longer process.
Individual coaching
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What is it?
Individual coaching is a collaborative process where the coach and client create a clear action plan to achieve the client’s personal and/or professional goals.
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Who is it for?
Individual coaching is best suited for those who want to consciously accelerate their professional or personal development.
Leadership level employees
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Senior and middle managers who wish to refine their leadership style, make strategic decisions with greater confidence, or guide their teams more effectively.
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New managers needing to quickly acquire leadership skills and confidence in their new role (mentoring is also recommended here).
Specialists and talents
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Domain experts (e.g. IT developers, lawyers, marketers) aiming to turn deep knowledge into broader impact or transition into consultant/leader roles.
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High-potential employees whose development is strategically supported by the organisation.
People in career change or transition phases
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Career changes (moving to a new field, starting a business).
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Returning to work after a long break (parental leave, studies, foreign assignments).
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People adapting to a new culture and work environment after relocating.
Entrepreneurs
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Starting entrepreneurs needing clarity about their business model, priorities, and personal resilience.
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Established entrepreneurs seeking clarity on future goals (e.g. entering export markets) and support during growth phases.
Developing skills or behavioural patterns
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Communication and influence skills – confidence in speaking, negotiation, giving feedback.
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Self-management and time use – setting priorities, work-life balance, self-discipline.
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Conflict and change management – difficult conversations, restructurings, cultural shifts (e.g. creating a feedback culture).
Those seeking a thinking partner
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People for whom traditional training is not enough; they need a more personalised, confidential space to structure their thoughts.
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Professionals who lack an equal sparring partner around them (e.g. sole entrepreneurs, small department heads).
What are the benefits of coaching?
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Increased confidence
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Greater awareness (skills, behavioural patterns, habits)
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Improved communication skills
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Clarity of goals
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Boost in motivation
Duration and conditions:
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Sessions of 60–90 minutes
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6–12 sessions over 6–12 months
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Meetings at intervals of 3–5 weeks
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Free “chemistry” meeting (45 min) before creating a personal offer
Team coaching
What is it? Team coaching is a targeted development process where the coach helps the whole team – not individuals separately – improve collaboration and effectiveness to achieve common goals and create value for the organisation and stakeholders.
Who is it for?
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Company management teams
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Department teams
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Strategic and high-pressure teams (executive teams, critical projects)
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Teams working in changing or uncertain environments (reorganisations, rapid growth, hybrid work)
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Expert groups where results are created collectively
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Teams with conflicts, low morale, or burnout risks
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International teams
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New or restructured teams
What are the benefits of team coaching?
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Clearly defined common goals
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Open and constructive communication
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Increased trust and psychological safety
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Clearer roles and division of responsibilities
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More creative and effective problem-solving
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Continuous learning and sustainable performance improvement
Duration and conditions:
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Sessions of 3–4 hours (clock hours)
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6–12 sessions over 6–12 months
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Meetings at intervals of 3–5 weeks
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Free preliminary meeting with the client to map needs and create a personal offer
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Pre-questionnaires or interviews with the team
Group coaching
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What is it? Group coaching brings classic 1–1 coaching into a small group (up to ~15 participants) with a similar theme or development goal. The coach does not solve a team’s shared task but creates a framework where each person works on their individual goal while supporting and reflecting with others.
What are the benefits of group coaching?
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Learning from “collective wisdom” – sharing different experiences and perspectives broadens thinking and accelerates insights.
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Cost-effectiveness and time saving – the coach’s time and fee are divided among participants, providing quality support at a significantly lower cost and time commitment than individual sessions.
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Mutual accountability – group members keep each other “on track,” increasing consistency and reducing drop-off after sessions.
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Psychological safety – a shared space allows learning both actively participating and listening to others’ discussions – a good choice for those needing more time to formulate thoughts.
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Networking and breaking silos – participants build stronger relationships across teams or departments, improving later collaboration and fostering the spread of ideas and best practices.
When not to choose group coaching?
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If the problem is strictly confidential or highly personal (e.g. trauma).
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If the team urgently needs to improve internal collaboration – team coaching is more effective then.
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If the topic requires detailed technical expertise rather than a reflective process.
Duration and conditions:
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Sessions of 3–4 hours (clock hours)
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6–12 sessions over 6–12 months
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Group size 4–16 people
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Meetings at intervals of 3–5 weeks
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Free preliminary meeting with the client to map needs and create a personal offer
Coaching in Education
What is coaching in education?
Socrates said: “I cannot teach anybody anything, I can only make them think.” This is the philosophy behind coaching.
Coaching in education means deep questioning rather than instructing/teaching/training. Its focus is on growing awareness and responsibility, supporting personal and professional development, increasing self-awareness, encouraging mindfulness and continuous learning, improving collaboration, and contributing to greater satisfaction and wellbeing
Why is coaching important in education?
Research and practice show that it:
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Develops teacher skills and classroom practice (Kraft, 2018)
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Improves student learning outcomes (Allen et al., 2015)
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Creates a safe environment for discussion and growth (Sossick et al., 2019)
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Increases confidence and teamwork (Adams, 2016)
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Focuses on strengths and helps move towards the desired future (McNulty & Smith, 2022)
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Supports teachers as leaders who can take responsibility for their own learning and emotions (Grant et al., 2010)
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Develops self-awareness and builds new behavioural habits
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Enhances self-efficacy among both novice and experienced teachers (Suleyman, 2006; Johnson, 2009)
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Builds a trust-based collaborative relationship that strengthens teachers’ intrinsic motivation and authentic learning style (Haavisto-Visnapuu, 2022)
Roots of coaching in education
Coaching entered schools in the 1980s as peer coaching. Joyce and Showers considered it a key method in teachers’ professional development as it helps apply knowledge and skills more effectively, supports peer learning, and encourages experimentation in the classroom.
Supervision
What is supervision?
Professional or cross-sectoral supervision is a systematic counselling process focusing on the interaction and interplay between the person, their work tasks, and the employer. It is led by a trained supervisor (supervisioon.ee).
Supervision is a process where professionals – teachers, coaches, therapists, psychologists, customer service staff, company leaders, and others working to support people – receive support to reflect on their work, develop self-awareness, and grow personally and professionally. Its purpose is to provide a safe space to discuss work challenges, receive feedback, and find new perspectives.
Supervision is not just a tool to increase work efficiency but primarily a space for awareness, reflection, and development.
Topics that arise in supervision:
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Personal work activities, roles, professional identity (creating clarity)
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Challenging work situations and/or people
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Professional development
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Participant’s own questions, problems, or wishes
Additionally:
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Burnout prevention
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Creating and maintaining a healthy work culture
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Setting and maintaining boundaries with clients, colleagues, and managers
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Awareness of own behaviour and impact (How do I affect others?)
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Dealing with frustration, anger, helplessness, guilt, or fatigue
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Leading without dominating; following without submitting
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Exploring cooperation tensions and underlying patterns
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Professional loneliness, especially in people-focused roles (teachers, therapists, social workers)
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Relating work life to life phases
Individual supervision
What is it?
Individual supervision is a one-to-one meeting (focused solely on you) between a specialist (teacher, therapist, coach, leader, etc.) and a supervisor, aimed at supporting professional and personal development, making sense of work situations, and maintaining wellbeing. It is a space to pause, listen to yourself, and make more conscious choices in work and life.
Typical topics in individual supervision:
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Difficult relationships with colleagues, clients, or managers
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Emotionally charged work situations
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Challenges in setting boundaries
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Professional dilemmas and ethical questions
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Work motivation and confidence
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Signs of burnout or loss of job satisfaction
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Desire to grow consciously or reflect on career change
Duration and conditions:
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Sessions of 60–90 minutes
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6–12 sessions over 6–12 months (minimum 3 sessions in 3 months)
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Meetings at intervals of 3–5 weeks
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Client’s willingness and voluntary participation
Group supervision
What is it?
Group supervision brings together professionals from the same field (teachers, therapists, counsellors, managers, social workers, project teams, leadership groups, company teams) to discuss and reflect on work experiences, learn from each other, and receive supervisor support.
Purpose:
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Support each participant’s individual work reflection
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Learn from colleagues’ experiences
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Develop self-awareness and professional skills
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Find support and a sense of belonging
Characteristics:
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Participants may not work in the same organisation or team
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Each brings their own work situation or question to the group
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Methods include group work, reflective listening, role plays, and systemic perspectives
Typical topics in leadership group supervision:
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Who am I as a leader? What is my leadership style?
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How does my role change in different situations, and how do I handle it?
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Balancing people-focus with effectiveness
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Leading people in uncertain situations
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Balancing control and trust
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Why do I tend to take too much responsibility?
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Dealing with others not taking responsibility
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Maintaining energy when constantly “giving to others”
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Where do I want to take my team or organisation?
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What is my “big picture” as a leader?
Duration and conditions:
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Sessions of 3–4 hours (clock hours)
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6–12 sessions over 6–12 months (minimum 3 sessions in 3 months)
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Group size 4–16 people
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Meetings at intervals of 3–5 weeks
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Free preliminary meeting with the client to map needs
Team supervision
What is it?
Team supervision takes place within an organisation and involves employees from the same team (teachers, department staff, support specialists).
Purpose:
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Make sense of shared work practices
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Improve teamwork and communication
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Develop a shared professional identity
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Resolve tensions or discuss difficult situations
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Promote a healthy work culture
Characteristics:
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Focus on internal relationships, communication styles, and collaboration patterns
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May address specific cases, organisational issues, or value questions
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Often reveals role conflicts, expectations, boundaries, and shared responsibility
Typical topics in team supervision:
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How do we communicate with each other? Do we listen?
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Where do misunderstandings, silence, or passive aggression occur?
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When and why do tensions arise?
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Who is responsible for what – is it clear?
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How are roles perceived? Is it fair?
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What conflicts are present or suppressed? How does the team react – avoidance, outbursts, ignoring?
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Do people feel they can speak openly and without fear?
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What attitudes and values are upheld in the team? How do these show in daily behaviour?
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Do we share a common understanding of goals?
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Does everyone understand how their work contributes to the bigger picture?
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Do we give and receive feedback?
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How do we adapt to changes in the organisation or team? What causes resistance, confusion, or instability?
Duration and conditions:
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Sessions of 3–4 hours (clock hours)
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6–12 sessions over 6–12 months (minimum 3 sessions in 3 months)
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Group size 4–16 people
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Meetings at intervals of 3–5 weeks
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Free preliminary meeting with the client to map needs
Needs-Based In-House Trainings
About me – a trainer who focuses on real needs
My work as a trainer is based on a simple yet important principle: every training must stem from an actual need, not just a formal obligation. I believe the best results emerge when people can make sense of their daily work, ask questions freely, reflect honestly, and experiment in a safe environment.
I offer needs-based in-house trainings that support the internal development of organisations – whether the topic is teamwork, communication, assertiveness, leadership, burnout prevention, or finding meaning in work. Each training is created in collaboration with the client, involving participants’ voices and the organisation’s context.
I hold a Master’s degree in Educational Sciences and have experience working with organisations in the education, public, and third sectors.
My approach is:
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Practical – what matters is not what is said, but what can actually be applied;
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Dialogical – I listen as much as I speak (if not more :));
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People-friendly – development can only happen where it is safe to be honest.
What trainings do I create?
Entrepreneurship / Leadership
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My IKIGAI (My WHY)
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My limiting and empowering beliefs
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How to say uncomfortable things kindly?
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How to set healthy boundaries? How to say NO?
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Roles of a leader
Education sector
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Teacher self-analysis
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Affirmation (positive suggestion) workshop
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The resilient teacher
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How to deal with challenging learners?
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How to manage your thoughts and emotions?
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Communication and collaboration between teachers and parents
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Coaching in education