Each coaching process begins after the first contact with a detailed clarification of the assignment. In a cost-free initial interview you will get to know my way of working. We talk about your goals, what you want to get involved with or what you want to try out – and what you don’t.

In organisations, the initial meeting is followed by an optional triangular clarification of the assignment with the manager and the coachee, in which we agree on a transparent, shared and measurable objective.

The goal of coaching is to make a difference.

Coaching methods enable a change of perspective in order to find new possibilities for action. They support the strengthening of your strengths. And they develop a strategy to confidently transfer the difference experienced in coaching into everyday life. The systemic perspective takes into account the frame of reference of your concern—your team, your manager, your organization, or your family. I use a wide range of methods, which we adapt to your development goals.

In addition to systemic methods, I offer thought models that connect to the reality of your work and life. This is where the services offered by coaches differ. What I offer you: a sound understanding of the psychological processes behind your thought and behavior patterns; a systems theory perspective on organization, strategy, team, decision-making, and development. A clear idea of leadership, developed from my own leadership experience, over 10 years of selecting personnel at all levels, and a thorough examination of the psychology of leadership, its organizational function, and the psychology of employees. An in-depth examination of new and old forms of organization, their transitions, benefits, and pitfalls. A philosophical approach to life that is not dogmatic and, first and foremost, emphasizes and highlights the autonomy and freedom of one’s own decisions. I would be happy to discuss this further in a non-binding initial consultation.

We offer systematic leadership development programs that combine individual coaching with training components. This allows your managers to receive personalized training and learn to reflect on themselves and optimize their leadership behavior in a way that remains authentic and becomes meaningful and effective within the framework of your organizational culture. Coaching allows for the reflection on and adjustment of deep-rooted personal patterns that are not addressed in standard group training sessions. Participants in these development measures are enthusiastic about the individuality and precision of the approach.

We offer organizations support in integrating coaching measures into their personnel development programs. We ensure that coaching effects are measurable and contribute to organizational goals. In addition, we manage coaching processes from quality assurance and order initiation to evaluation, and ensure that the work of coaches can be utilized for your organizational development.