Coaching

 

Methods and procedure

Coaching methods
Our coaching process is a combination of:

• Consulting, based on the systemic approach
• Feedback
• Experience-based exercises and practical training based on expert knowledge sharing

Two major aspects of systemic consulting are of great importance to the coaching process:

• Holistic approach
  The client and his concerns are always seen and considered in the context of corporate structures. Therefore, the goals of the trainee/coachee have to be in line with the corporate environment. This means that the impact of every changes pursued has to be considered with a view on the possibly affected people, departments and business units.
• Resource- and solution focused approach
  This coaching approach focuses on the strengths and resources of the client. It therefore provides an opposed concept to working deficit-orientated, which means concentrating on the weaknesses of the client. Working with this approach supports clients in recognizing their own resources, expanding their personal potential and structuring an environment where those capacities can be implemented.

One central element of the coaching process is to give the client an open, appreciating and development- oriented feedback. A trustful coaching atmosphere allows giving feedback concerning the individual behaviour and attitude and its effects on the environment. The task is not to guide managers from the “bad” to the “good” but rather to recognize the attitude and believes worth keeping and to identify and develop necessary additional skills.

Coaching Procedure

• Non-binding introductory meeting – first conversation for mutual understanding and clarification of whether coaching is the right path for you.
• Goal clarification – We define your coaching goals and make your competencies, experiences, and skills transparent and available
• Analysis & reflection – Joint examination of challenges, strengths, and thought patterns to develop new perspectives.
• Individual strategies – Development of customised tools and approaches for your goals.
• Implementation & transfer – Application of strategies in everyday life, reflection, and adaption as required.

Conclusion & sustainability– review, securing results and providing impulses for long-term development.

 

Careeer coaching

In the career coaching your personal career panorama is developed. This method enables a comprehensive assessment of your current position and a well-founded self-reflection. Step by step we will work out:

• Which strengths, abilities and talents have I acquired in the course of my career? Which core competencies or signature strengths characterise me?
• Which action-leading values and personal motivators do I have? These values and career anchors act as a compass in (professional) life
• Which environment (people, situations, structures, cultural factors) is favourable for me?
• Which interests do I want to realize? Which life goals do I want to achieve?

This way a motivating personal and/or professional vision of the future is created step by step.

At the same time, your self-perception and self-control skills are strengthened so that you can clearly perceive new perspectives and approach upcoming changes calmly and with composure.

Global and Expatriate Coaching

I accompany executives of my corporate clients worldwide in the context of development programs, potential validations or foreign assignments.

Typically, there are three phases in the coaching of international assignments:

• The preparation of the assignment
• Sparring during the assignment
• Repatriate coaching: preparation for return and reintegration

Expatriate coaching can be used to support the process in each individual phase or over the entire course of the assignment process.