Develop your employees:
Customized solution-focused coaching services ensure the desired change
When you decide to hire me for helping to develop your employees, I want to learn first what’s important for you as manager respectively HR responsible: what you aim for, which challenges you experience, what you need to deliver and grow yourself. This helps me to understand the context your employees are settled in and what’s necessary to let your organization grow.
Key principles of my coaching approach
Sustainable change is possible, when a person gains insight about oneself – i.e. personality traits, beliefs, motives & drivers, preferences, strengths & weaknesses, talent, values, purpose & goals, etc. – followed by changes in attitudes and mindset. Based on such self-knowledge and modified mindset, a person can change behavioral patterns and go her or his own way.
Taking over responsibility for oneself and for the success of the coaching trajectory is a main element of my approach. To achieve this, the coachee is asked to define his/ her learning question and to set an end date for the coaching trajectory. Furthermore, the coachee receives several exercises as homework to be done between the sessions.
On the one hand, it’s about recognizing the coachee in his/her context – or call it system – with all the linkages to other people and groups. On the other hand, I aim to address various levels when choosing exercises and tools – mind, soul/heart, body.
I offer the following formats to work with individuals and groups:
- standard coaching trajectory of several sessions to address a complex issue and implement sustainable change
- one-day coaching session to address a well-defined issue and initiate change measures
- group coaching in workshop format to address more general development issues and provide impulses with quick wins in a group setting
- Power Partnerships, a group coaching program, to address individual issues in a group setting
Typical process of a coaching trajectory
Clarity and shared view on the needs & goals by all involved parties
Encouragement and support by line management/ HR
Enough time (at least 7 months) for the full coaching package
Required investment by the company
Time for the employee to attend the coaching sessions, do the homework and implement changes at work
Feedback and support by line manager/ HR in various ways
Covering the costs for coaching fee, location, travel and where appropriate special tools
Used concepts, models and tools
Systemic theory & solution-focused brief therapy
Myers-Briggs Type Indikator®
Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung
Saboteur Assessment (Shirzad Chamine)
Card sets, e.g. sk!lls®, Roads, Rivers