"Fortunately, I don't have to rate where you are today or where you want to go.
I'm only interested in helping you taking the next step."
executive coaching
personal development
The course is set. My career is going exceptionally well. And yet, questions remain.
How is my leadership style actually received by my employees? Am I meeting the expectations of my family and friends? Am I realising my full potential, or should I expand my repertoire?
And am I actually satisfied with my life?
The lack of neutral feedback makes it difficult to strive for further development. Superiors, employees, even friends and family members are in specific relationships and have correspondingly conditioned perceptions and evaluations.
The ability to independently distinguish between real and perceived expectations and needs is often limited.
This is where coaching can help.
Main topics
| Self awareness and self esteem
| Values, needs and imprints
| Career and life decisions
| Presence and contact
| Authenticity and empathy
| Role changes
A coaching process needs to be designed to the concerns of the coachee. As a rule of thumb, a coaching program (German / English) comprises six to eight appointments of two hours each, ideally in a neutral environment. Live or virtual.
organizational development
strategy - structure - processes - culture
The company is certainly successful. The numbers are good. And yet, you have the feeling that not everyone on the management team is pulling in the same direction. And that employees aren't behaving as they should.
How explicitly are the individual ideas for the organisation's development actually discussed within the management team? How closely do these visions align?
As a leader, you are responsible for ensuring the optimal team composition and explaining the purpose and rules of the game. However, these are not purely top-down measures.
No pain * no gain * no inclusion = no commitment.
And once again, it's more about deeply ingrained beliefs and needs, and less about rational considerations!
Especially in difficult situations, cultural issues are often pushed aside by urgent operational matters. In the long run, with disastrous consequences.
Main topics
| Relationships and roles in the management team
| Culture - discover the "true" beliefs
| Uncover destructive behaviour patterns
| Workshops (strategy/organisation development)
| Change processes
The scope of consulting services is determined individually depending on the specific question. The spectrum ranges from the moderation of individual workshops to low-frequency but multi-year support for the management team.
training
sharpening the tools
Specific training courses can provide practical foundations for necessary skills or behaviours in a concise format.
The effect of a training course naturally depends on its application-oriented approach. This includes a high degree of interaction and practical exercises based on the participants' real-life situations.
Even more importantly, the effectiveness of a training course depends on whether it succeeds in inspiring participants to reflect on their perspectives and beliefs.
Therefore, I don't believe in standard packages. The topics, methods, and even the structure of a training course are tailored to the needs of the company and the individual participants. Always anew. Often even on-site.
Main topics
| Effectiveness of personality, self-management
| The "nature" of consulting
| Building "helping" relationships
| Storylining, slide writing, presentation technique
| Project management
| Workshop moderation and interview technique
| Convincing, negotiating and resolving conflicts
| Leading project teams
The training courses (German / English) are usually individually designed as one- or two-day programs and carried out in groups of up to eight participants. In individual cases, shorter impulses and keynotes are also possible.
