What we do

Lean / TPS Coaching

​RiverRouge follows a simple coaching model which focuses on enabling the client to see the gaps and shape the solutions by himself to ensure a deep and sustainable knowledge transfer:

The RiverRouge Coaching Model
The RiverRouge Coaching Model

Details regarding the Coaching Process

  • Establish Coaching Relationship and set Goals: The first target is always to establish trust between the advisor and the person or team receiving the coaching. Trust is build out of the three elements credibility, reliability and intimacy. The first two characteristics are a key part of River Rouges core values. All of our consultants have various years of experience and prove their credibility through leading by example. Being able to walk the walk instead of only talking the talk is what differentiates River Rouge from many other strategic consultancies. Reliability on the other hand for us means to have a long term partner who is genuinely interested in the clients success. Intimacy is established when the person receiving the coaching is open for the coaching process and see’s not only an organisational benefit but also a personal. This is often not easy to achieve as also personalities have to fit together to enable this intimacy to develop. Building the right level of intimacy is a key skill of a good advisor and requires a detailed understanding social dynamics.
  • Teach to see the Gaps – Making Problems Visible: Through simple and practical visualisation and analysis techniques we enable the coache to see the shortfalls of his operation by himself by far the single most powerful aspect in sustainable change. Delivering this element of the coaching process effectively will instil a need for improvements and therefore open the path to think about solutions.
  • Support learning in Action: During the support phase our advisors will guide the coachee through the implementation process providing help and tips for improvements where needed but also leaving enough space to allow mistakes and learning out of them. A standard systematic reflection process will support this phase and increase the learning effect for the coachee.
  • Coach to Measure your Results: Once the countermeasures for problems are implemented it is vital to understand the impact of the change on the performance of the operation. Understanding that impact (or the lack of impact) is essential to learn from the change activities and progress in the right direction. Sometimes a refinement of the implementation might be required to ensure sustainable results.
  • Coach effective Sustainability Tools: A lack of focus on the sustainability of the change is one of the main reasons why many improvement activities fall apart shortly after they have been introduced. Apart from the ‘learning to see’ element in the second phase of the coaching process dependant on the improvement concepts there are many practical tools such as layered process audits and focused performance management to support the longevity of the change.