Information for Managers and HR

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information for managers and HR

Customized solution-focused coaching services ensuring the desired change


When you decide to hire me for helping your employees to grow, 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 insights 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.

Coaching formats

I offer the following formats to work with individuals and groups:

  • coaching trajectory of seven sessions to address a complex issue and implement sustainable change
  • one-day coaching session to address a well-defined issue and initiate change measures
  • Power Partnerships, a group coaching program, to address individual issues in a group setting

Typical process of a coaching trajectory

Success factors

Shared view on the needs and goals of all involved parties

Encouragement by the line management/ HR

Enough time (at least 6 months) for the trajectory

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 costs for the coaching, location, travel and where appropriate special tools

Used concepts, models and tools

Systemic theory & solution-focused brief therapy

Pulsar© method



Myers-Briggs Type Indikator®

Bochumer Inventar zur berufsbezogenen Persönlichkeitsbeschreibung

Saboteur Assessment (Shirzad Chamine)

Card sets, e.g. sk!lls®, Roads, Rivers