The human being in focus

Coaching

Our individual personalities are perceived, in our professional roles both as managers as well as employees.

Coaching is a personal and process-oriented accompaniment. Through mirroring, feedback and confrontation of the perceived, the participant regains a new perspective. Through an exchange with a neutral third party, is how help for self-help develops.

The point is to perceive the differentiation of the respective situation and to recognize one’s own share in it. The responsibility is strengthened to rediscover, again seize and retain one’s own creative space. Clarification of critical situations expands the coachee’s view and scope of action.

We are your companions. Our interventions and our methods help support the coachees to face reality and to strengthen their own competences.

Our concepts are based on individual leadership competence, career and personality development

OUR PRINCIPLES

Respectful clarity before beauty.
Humor promotes the development process.
Help for self-help.

Our coaching supports you

  • during reflection of individual leadership topics
  • during decision-making processes
  • during difficult situations
  • in times of crisis

Our coaching serves

  • to optimize your personal work methodology and work organization
  • to avoid the burn-out phenomena
  • to prepare for negotiations, presentations, conflict discourse and assignments abroad
  • to optimize work-life balance
  • for situation analysis and further career planning
  • the 360-degree feedback, and measures to be derived from it

GROUP FORMATS IN COACHING

Systemic group coaching

Systemic group coaching is aimed at managers from your company who would like to or should work regularly on specific topics. Using interactive methods, systemic questions and feedback processes, we promote the self-solution competence of the participating group. Our focus is on – the heart of our systemic work –  the orientation towards solutions, goals and resources. By exchanging experiences among the participants, and the processing of situations from their day-to-day management life, the participants broaden their own perspective as well as enrich their own methodological competence. During the coaching process, collegial counseling is learned as a method for continuing the coaching work among colleagues after the process has ended.

With its regular meetings, systemic group coaching remains a process that is limited in time and at the same time, is sustainable due to its continuity.

Possible Target Groups:

Managers who want or need to reflect upon their day-to-day management, the change process or the company system at the same hierarchical level, e.g., in change processes.

Young managers who have undergone a development program and want to work with colleagues at regular intervals on their leadership experiences, and topics from day-to-day management life and reflect upon them.

Personnel development managers who accompany coaching, training, workshops, moderations or team processes in their own company can work on past, current or future work cases in group coaching. The focus on personal competences and working methods are sharpened, and solution alternatives for difficult situations are developed.

Of interest to you?

Our Stance:

  • Impartiality and thus, valuation-free work.
  • Resource-oriented enabling people to get in contact with their abilities.
  • Being able to address and work on challenging topics in groups with both respect and appreciation.
There for you

SHOULD THERE BE ANY QUESTIONS OR SUGGESTIONS CONCERNING THESE TOPICS, PLEASE FEEL FREE TO LET US KNOW. WE’LL GET BACK TO YOU AS QUICKLY AS POSSIBLE:

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