A coach is someone who tells you what you don't want to hear, who has you see what you don't want to see, so you can be who you have always known you could be.

Tom Landry

How I work

On one occasion, somebody asked me how I would characterise myself in five words. My answer was this: Ila Erős, Gestalt, confrontationally supportive. A longer version? I believe that I come first and my methods come second. I lead: I sense, hear, see and say. We work together to make it clear how to go on, how to resolve what needs to be resolved, how you can become yourself, which will make you feel better in your work, in your profession, in business, in planning, in realisation, in making money. How you can use the best of your abilities and motivate others to do so. A good coaching process uses your own pillars to renovate your house or to build a new one. I am the structural engineer who sees what needs to be strengthened, and where. The how is something the two of us figure out together. And once you have secure foundations, you can build, something that can also be a pattern for another house – a new one for yourself, or for others.
 
Coaching
To hold up a mirror, to provide space, to open new doors, to provide support, to confront. That, and no more, is the job of a coach. The experience and the responsibility of finding the path belongs to the client, who, after a few sessions of intense conversation, and the inner dialogues of the periods of various length in between those sessions, feels that problems that had seemed intractable have disappeared, that situations previously believed to be impossible turned into manageable conditions exhibiting change for the better.
 
Gestalt
The Gestalt school, which started off in the 1920’s in Germany and was developed further in America, brings persistent results for clients even in the short term. The Gestalt coach’s participation in the process is not markedly intellectual, instead she pays attention to the client and herself, and urges the client to develop the same continuous awareness and presence. As a result, they participate in the process that leads to change with greater awareness, sharing their emotions, too, with a full presence. The coach is there to notice and to point out the bodily and mental signs that provide useful information about the way in which the client experiences various events and changing situations, and helps the client to achieve a new perspective on those things.
 
Questionnaires
 
ARPe©
The dynamic interaction of authority and responsibility, the factors measured by the ARPe© questionnaire, creates power: when the successful person realises that she can do something, and that she has to do it. When, in a group situation, members mutually understand their power, tremendous possibilities open to them. The ARPe© questionnaire offers a systematic approach and a way of developing power.
GPOP®
The four basic dimensions of this questionnaire are identical to those of the MBTI® (Myers-Briggs Type Indicator) system. The results of this questionnaire have subscales that make it a great deal easier to interpret the results of the questionnaire, and it is also accompanied by a stress scale.
 
CAS©
The CAS questionnaire measures three phases of change. The phases connect nine interrelated factors and points of intervention. Knowing and understanding them, and using them consciously, improves the chances of initiating strategic change.
 
MBTI-GPOP  deck of cards
All trainers, consultants, coaches and HR specialists working with Jungian personality profiles, whether it be the Myers-Briggs Type Indicator® (MBTI) or the Golden Profiler of Personality© (GPOP), may need a tool that allows them to determine personality type in a quick, playful and interactive manner. We developed the Personality Profile Card Deck for that purpose. The cards feature caricatures and texts that allow determination of the client’s (or the colleague’s) type. The cards may also be used in coaching and in group leadership and cooperation development. They are serious and fun at the same time, so they make the discussion of difficult topics easier. They can be used to discover how the operation of the given preferences (E-I, S-N, T-F, J-P) that characterises the person assessed promotes or hinders their leadership role and cooperative capacity. Further development of behaviour can also be facilitated in a fun framework.
 
As the process yields the four letters of the client (source of energy, perception, decision-making, lifestyle), the user of the cards has to have the requisite knowledge and a transferable type description. The cards have not been quantitatively tested for accuracy, so it is particularly important that the subject should validate the results. If a tool that is reliable in the mathematical statistical sense is required, we recommend the GPOP questionnaire instead.
 

Qualifying training course to use questionnaires of ARPe and GPOP
At the qualifying training course we teach the theoretical background, the history of the typology, the structure of the system and the interpretation of results, and we also have sessions in which participants can practice giving feedback. At the end of the three-day course, participants take a written exam in accordance with international standards.
The Hungarian, English and German on-line questionnaire can only be purchased and used by people who have successfully completed the qualifying training.
The training course is recommended for people who work with people and issues of cooperation and leadership as leaders, HR specialists, consultants or trainers.
 

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