Coaching

Coaching in the corporate context is adapted to the specific coaching issue and against the background of the organisational culture in the field of tension between leadership, self-leadership and organisational design. We support managers in gaining access to their inner strengths, competences and “resources” in order to master their own challenges.

• Method-guided and structured | In coaching, we work according to a systemic understanding, i.e. coaching takes place in a structured process and against the background of the organisational culture and in the area of tension between leadership, self-leadership and organisational design.
• Situational and interculturally sensitive | At the same time, a situational approach is important to us, in which the respective approach is customised to the specific coaching issue and the cultural background of the coachee.
• Resource-orientated | We coach on the assumption that the manager to be coached, already has the resources to find a good solution. The coaching supports the manager in (re)realising and actively using these resources.
• Solution-orientated | The focus of coaching is on the development of motivating solution images that help to interrupt ingrained patterns and replace them with new options for action.
• Self-responsibility of the coachee | In order for the coachee and coach to work together, it is necessary for the coachee to actively engage in the change process. Coaching is more successful if the coachee experiments with the jointly developed solutions and measures between sessions and actively applies them in everyday working life.
• Confidential | Last but not least: The content of the coaching sessions is of course confidential. Only the expectations and agreements are discussed with the coachee’s manager.