We offer customized coaching solutions for companies, teams, groups and individuals.
Our focus is on the focus areas: Executive, Leadership and Career.
The individual coaching sessions are designed as a one-to-one relationship between the coach and the client and focus on promoting change and achieving defined goals, building a sustainable support system and the targeted development of skills and talents.
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Coaching Services

Executive Coaching
What’s this about?

Executive Coaching is about supporting individuals in a leadership role. It focuses on the fact that individuals are responsible for highly complex and strategic decisions with a wide range of impacts on an organisation.

Who does that?

It is usually conducted by external coaches whose services are used for an agreed duration or number of coaching sessions. The program is a one-to-one relationship between a professional coach and a key employee in an organization.

What is the aim of this?

Coaching at the executive level aims to inspire the client to make behavioural changes that transform themselves and their team, thereby increasing the results and performance of the organisation.

It offers the rare opportunity for the leader to step back and take a fresh look at the experiences and assumptions of a lifetime. It enables an improved self-perception, which is necessary to maintain positive changes.

What does the coach do?

With an executive coach who offers a results-oriented approach, the executive will most likely reach the predefined goals faster and easier. The executive will focus on developing new strategies and skills to overcome both internal and external barriers and thereby more effectively pursue organizational success.

Career Coaching
What’s this about?

Career coaching is essentially about your career. It is suitable for people who want to change careers or for people who are about to change careers.

Career coaching encourages the person to recognise what they really want and need from their career. It helps them to make a career choice and take the necessary measures to achieve their professional goals.

What is the aim of this?

The aim of career coaching is to help clients to make decisions and changes in their working life and to advance in their work. It focuses on the personal strengths and values of the individual and helps them to shape their career path based on these factors.

What does the coach do?

A career coach will take the time to really listen and connect with who the client is and what the client wants. If necessary, a career coach will use tools, exercises or activities to identify the goals and take measures to achieve them.

Each career coaching program is individual and develops its own dynamics in the cooperation between coach and client.

Leadership Coaching
What’s this about?

Management coaching is essentially about leadership. It is sometimes also called business or executive coaching. Leadership coaching is suitable for a person who is newly appointed to a management position, for a business owner or an experienced manager, for anyone who is responsible for a group/team of people.

Leadership coaching is usually a 1-to-1 relationship between a leadership coach and a manager that is designed together.

What is the aim of this?

Leadership coaching is about improving a person’s skills and abilities to lead and help the organisation achieve its goals. It is about strengthening the person’s ability to work as a leader and achieve their vision.

Leadership coaching can help an executive to address specific challenges he or she may have and to work on the areas that need to be addressed personally.

What does the coach do?

A leadership coach is the external, neutral and confidential discussion partner who gives the executive the opportunity to thoroughly examine his or her goals and issues, role, strengths and development areas. The coach will create an environment in which the manager feels supported and held accountable for the action steps he or she has chosen.

Coaching Toolkit

Depending on your needs and requirements, selected instruments can help you to clarify your wishes and achieve your goals. Most assessments and catalysts can be used as self, 360 or team assessments. In the following you will find examples of areas that can be examined in more detail:

Conversational Intelligence®

Conversational Intelligence® (C-IQ) is a revolutionary work that uses the power of neuroscience to create profound and lasting change for individuals, teams and entire organizational cultures. By combining science and intuition, Conversational Intelligence (C-IQ) strives to shift our world from ME-centered to WE-centered and shape conversation transformation on a neuro-chemical level.

Whether applied to individual leaders and managers, teams or entire organizations, C-IQ is a force for positive transformation, such as building high levels of trust, triggering growth and innovation, overcoming limiting conversational patterns or gracefully leading difficult conversations.

As a coach certified in Conversational Intelligence®, I have access to the C-IQ Catalyst tools and technologies and am able to moderate workshops, masterminds and other in-depth sessions where C-IQ tools and frameworks are used to increase performance outcomes, put organizations into level III conversational rituals, create and maintain a healthy organizational culture and much more.

Hogan Assessments
Hogan Assessmentsrefer to a collection of various psychometric online questionnaires for recording personality traits and characteristics of intellectual performance, which can be used primarily to predict success in personal diagnostic decisions.
This is the only provider in the world that uses three perspectives of personality to describe employees in the workplace in a very differentiated way.
The assessments have been developed with the aim of predicting behaviour in organisations and to be able to use this information as practically as possible.
Executive FiRE Index 2.0

With the “FiRE model of resilience”, managers can achieve greater performance and confidence in the face of pressure, complexity and uncertainty.

A new key competence of today’s managers is considered to be their ability to withstand this pressure, their resilience.

Resilience describes the ability of people to deal constructively with performance pressure, changes and crises, to remain capable of acting. Thus, resilient leaders emerge stronger from crises. Some of this resilience is innate; much can be learned.

To this end, Leadership Choices has developed the “FiRE model of resilience” over the past ten years – following extensive research and continuous development. Its individual levels can be analyzed and worked on individually as part of coaching processes or workshops. “FiRE” stands for Factors Improving Resilience Effectiveness.

TypeCoach
TypeCoach is an online provider of tools that enable people to discover and understand their “personality type” through a simple online self-assessment and learn how to work most effectively with it.
The tools provided can help your team understand work styles, communication preferences and other key factors in team productivity.
Own videos and animations are used instead of traditional questions to illustrate a person’s preference for the 4-letter model in order to determine a “type” similar to the result of filling out Myers Briggs or another type-based questionnaire.
The assessment differs in what else it offers – and how the “type” is applied beyond the individual to an entire organization.
E-QI 2.0

The EQ-i 2.0 (Emotional Quotient Inventory 2.0) is a professional and reliable instrument for measuring emotional intelligence.

This questionnaire measures a person’s emotional intelligence in 5 composite areas with 15 separate subscales. Candidates are asked how often they use various emotional skills. The interpretation of the results on each scale focuses on the importance of a balanced profile. Unlike personality, which is considered relatively stable over time, emotional intelligence skills can be learned and developed over the course of professional development.

The EQ 360 assessment provides a more in-depth analysis by gathering information from a person’s peers, manager and direct reports, resulting in a more complete 360-degree profile.

ORSC

Organization and Relationship Systems Coaching (ORSC) is an integrated and robust coaching model based on Relationship Systems Intelligence™.
In addition to Emotional Intelligence (relationship with self) and Social Intelligence (relationship with others), there is the area of Relationship Systems Intelligence, where the focus shifts to the relationship with a group, team or system. This approach creates sustainable and resilient teams, organizations and families.

Areas of application are:
Conflict management, team building, communication, problem solving, decision making, change management, dealing with stress and uncertainty.

Reflector Big 5

The Reflector Big Five Personality Report
contains information on the so-called “Big Five” personality factors and the underlying facets. The Big Five- model describes the differences between people efficiently and comprehensively.

The model addresses the following Big Five personality factors:

Need for stability:

The extent to which we react emotionally to setbacks

Extraversion:

The extent to which we actively maintain contact with others

Openness:

The extent to which we look for new ideas and experiences

Sociability

The extent to which we put the interests of others above our own

Conscientiousness:

The extent to which we are organized and focused

Fields of application are for example

Staffing, employee and management development programs, team development, career consulting, coaching, potential analysis.

XLNC_p

XLNC offers companies and organisations a sophisticated diagnostic approach which generates substantial and demand-related insights that can be used to develop highly effective leadership cultures. Scientifically founded and validated.

Leadership is a key success figure and with XLNC it is clearly measurable in organisations.

XLNC_p provides managers with a differentiated diagnostic profile of their ‘unique’ personality.
This profile provides them with a great deal of information about their very ‘typical’ behaviors and explains possible ‘natural’ preferences for individual leadership styles.
Demanding leaders thus have the opportunity to better understand their own (leadership) actions – and to initiate targeted individual development at a high level.

XLNC_p – is a substantial diagnostic reflection of the individual core of a personality.
Following the adjacent diagram from the outside in, the instrument describes a total of four personality facets.
A layer model fans out under each facet.
The outer layer shows the personality factors and preferences based on the Big Five.
The underlying changeable outer core illuminates the socialized, explicit or learned values.
The solid inner core reflects the implicit, unconscious inner motivational structure of a personality.

Possible fields of application are:
Leadership development, cultural change/transformation, leadership feedback, executive coaching and team development
The solid inner core reflects the implicit, unconscious inner motivational structure of a personality.

FAQ

Here you will find answers to the most common questions about working with a professional coach:
What
What coaching is:

At best, coaching is a relationship based on partnership. Instead of the coach being “the expert” and providing answers for the client, the client is the expert, and the coach helps the client to become even more of an expert.

The responsibility of the coach is to

  • clarify and focus coaching on what the client wants to achieve.
  • promote the self-discovery of the client.
  • Identify solutions and strategies that the client has developed himself.
  • keep the client responsible and accountable.

There are several other definitions of what coaching is and is not. Below you will find the classification from the ICF and a map visualizing the discovery process.

ICF defines coaching as working in partnership with the client in a thought-provoking and creative process that inspires them to maximise their personal and professional potential. Coaches honor clients as experts in their lives and work and believe that each client is creative and resourceful.

Consultation to be considered:

Individuals or organizations hire consultants based on their expertise. Although consulting approaches vary widely, it is assumed that the consultant diagnoses problems and prescribes and sometimes implements solutions.

Consider mentoring:

A mentor is an expert who provides wisdom and guidance based on his or her own experience. Mentoring can include advice, support and coaching.

Consider training:

Training programmes are based on the objectives set by the trainer or instructor. The training also requires a linear learning path that is consistent with a defined curriculum.

Consider therapy:

The focus is often on resolving past difficulties that hinder an individual’s emotional functioning in the present, improving general psychological functioning and dealing with the present in an emotionally healthier way.

ICF members have received training to recognise the differences between coaching and therapy and are required by the organisation’s code of ethics to refer potential or current clients to therapists where appropriate.

When
If you answer the following questions with YES, coaching is a valuable option that should be considered:
  • Is it time to invest more in yourself?
  • Do you appreciate feedback?
  • Do you want to change your daily routine?
  • Do you think something has to change?
  • Would you like to take better care of yourself?
  • Are you open to learning new skills?
  • Do you need new challenges?
  • Are you in a transitional phase?
  • Is your life, your business, your career good, but you want it to get much better?
8 signs that you should consider coaching
  • Work stress, work overload
  • conflicting work demands
  • Lack of sufficient support
  • Conflict of values between you and your organisation
  • Work with high emotional intensity
  • Lack of balance between work and private life
  • Limited promotion opportunities
  • Need for a refresher/re-qualification
6 signs that coaching is NOT the right support system for you You are looking for:
  • Validation
  • Advice
  • Expert opinion/view
  • external problem solvers
  • Help with depression
  • Crisis intervention
How

For a successful coaching relationship it is crucial that you find the right coach for you. Since there are many coaches on the market who specialise in different areas, you should prepare yourself before you make a decision. Spend some time researching (including checking the qualifications and experience of potential coaches) and take a few sessions before committing to a long-term engagement.

Below are some questions that may help you identify and narrow down the type of coach you are looking for.

Question checklist (Before):
  • In which areas of my life am I looking for change/support?
  • Do I need a coach with a similar background (role, industry…) or not?
  • Which style (i.e. directive vs. non-directive) do I need or prefer?
  • What credibility and qualifications do I expect from my coach? *
  • Does the coach offer a free consultation?
Coach-Finder*

The International Coach Federation offers a Coach Finder for business and personal requirements. The list contains certified coaches who have fulfilled the requirements for training and experience.

Look here: https://coachfederation.org/find-a-coach/

Question checklist (after)

Here are some questions you should ask yourself after talking to a potential coach

  • Do I trust this coach?
  • Does the coach agree with my wishes?
  • Is the coach listening?
  • Does the coach show a style/approach that I feel comfortable with?
  • Does the coach perceive my strengths and development opportunities?
  • Can the coach articulate the model of coaching?
  • Does the coach set expectations and define the scope of the engagement?
  • Can the coach give examples of how he/she has helped others to develop?
  • Does the coach exude a kind of professionalism that I respect?

If you feel excited and curious (and perhaps a little anxious) after the consultation – don’t worry – this is a good sign! It shows that you are inspired to grow, but maybe a little scared because the coach may make it easier for you to leave your comfort zone.