Formats
"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. The career is going very well. And yet there are questions. Do my employees really appreciate my leadership style? Do I meet the expectations of family and friends? Do I realise my full potential or should I expand my skill set?
And am I actually happy?
The lack of neutral feedback makes it difficult to develop. Managers, employees, even friends and relatives are in specific relationships with me and have correspondingly conditioned perceptions and evaluations. The independence to distinguish between real and assumed expectations and needs is often restricted.
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 four to six appointments of three hours each, ideally in a neutral environment.
organizational development
strategy - structure - processes - culture
The company is quite successful. The numbers are o.k.. And yet you have the feeling that not everyone in the management team pulls in the right direction. And that employees don't behave as they should.
How explicitly are the individual ideas about the development of the organization actually discussed in the management team? How much do they coincide?
As a manager, you are responsible for an effective set-up of the team for explaining the purpose and the rules of the game. However, these are not purely top-down measures.
No pain * no gain * no inclusion = no commitment.
And again it's more about beliefs and needs, rather than rational considerations! In difficult situations in particular, cultural issues are too often pushed aside by urgent operational issues. Long-term with fatal 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 aim to convey the practical basics of necessary skills in a compact form.
The effect of a training course depends on the application orientation. This requires a high degree of interaction and practical exercises based on the real everyday situations of the participants.
However, the true impact of a training depends much more on whether it has been possible to inspire the participants to reflect on their views and beliefs.
I don't believe in standard packages. The content, methods and also the course of a training are tailored to the needs of the company and the respective participants. Always new. Often still on site.
Main topics
| 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
| Effectiveness of personality, self-management
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.
