Coaching is a  goal-oriented and solution-oriented conversation to help you gain an understanding of the  joys and sorrows (worries? – sorrows seems too strong) in your job and private sector. In this sense Coaching is a personal forward-looking development process. Please make sure to compare this to my ‘Coaching Concept’ in the category ‘Profile/Downloads’.

The goal of my Coaching is to change the inner experience. To put it simply we work like this: Inner processes, thoughts and feelings lead to inner conditions and inner conditions lead to (observable) behavior. By makingchanges to the inner experience, Coaching creates new opportunities for action.  This change process is,of course, always bound to change-goals contributed by the client or developed together with me. By Coaching, you replace stagnation by moving forward again – both work-related and privately.

In our first talk, we get to know each other and see whether we can and want to work together. The goal is to define  the issue(s) that you are dealing with at the moment. We evaluate these issues together and make precise agreements about our further cooperation. Several meetings follow in which we develop solutions, test their realization and further optimize making positive changes.

I have more than 20 years of related work experience.  For about 10 years, I advised international companies in communication-questions. Before that I was active in different consulting fields in the non-profit-sector.

In the past 20 years I have comprehended my functions in various staff positions as executive functions, but not in the formal-institutional sense of the word ‘executive’. I believe this is a clear advantage I have in coaching and guiding executives. The experiences of executives must reflect all levels. An executive will always look at other executives and staff in light of his own experiences. Because my own experiences have been extensive with diverse organizations and structures, I bring a broad range of ideas and strategies that have been successful in improving many different contexts.

Communication-trainings are designed to convey specific knowledge and skills. Trainings are structured using functional and didactical skills that are required to improve communication in a general sense while still targeted at the company’s needs. To accomplish this, I work with the company’s representatives to create the process before the training occurs. As a Trainer, I must be able to present relevant information clearly while maintaining the interest and motivation of the group. On the other hand, as a professional Coach, I do not anticipate any learning steps. I orientate myself to the individual need of development and change of my client. This requires intensive focus on one person using completely different personal methods and skills than I would use when training a group conveying facts. As a Coach, I must be a careful and thoughtful  listener and be able to understand the client’s perspective while at the same time offering help with new ideas and directions. Thus, the roles of Trainer and Coach are completely different although both are designed to help the client move forward.

For a Coaching I usually schedule 90 minutes, by prior arrangement, or possibly more depending on the topics of our meetings.

Yes, we are available for our clients between appointed dates via telephone or E-Mail as well.

My focus for top executives is as a Coach. I recognize that the role of the executive is a very difficult double role. From the employee’s perspective the executive is a disciplinary superior. If the executive tries to take the role of a ‘process counselor at eye level’, problems of acceptance by employees are likely to surface. That this is not going to work is obvious. Because efforts by executives to ‘develop’ employees rarely shows the desired results, a different approach by which executives develop themselves has been more effective. ‘Personal Mastery’, a term by Peter Senge, the founder of the Learning Organization, is the crucial solution. For the optimization of ‘Personal Mastery’ I have developed a program focusing on techniques of self-perception, communication tools, individual belief systems and careful consideration of advantages and disadvantages. Using these and other techniques suited to the individual situation, coaching supports the executive(s) to establish authentic and efficient methods to form strong teams and represent their companies.

No. I generally work with everyone who faces a process of change or a difficult occasion and wants to overcome it. My youngest client was only 17 years old, a sensitive high school student who was troubled with vague anxieties about his future. Not an isolated case by the way. At the moment, Coaching in general does not often serve this group even though it can offer much to it.

The requirement for the Coach is a high degree of empathy in connection with communication, exploration and intervention techniques which are tailor-made for our clients. If there is also mutual trust, work with many different target groups can even be an enrichment. Coaching offers manyf opportunities for nearly every developmental stage or age group. Of course,  thinking about  restrictive thoughts and feelings like self-consciousness, inner and outer conflicts, fears, values and belief systems is never easy, but when the work is able to explore the challenges and barriers as well as the positive aspects of the change process, the outcome will be more likely to succeed. Rather than specializing in a single theory or approach, I am able to offer Coaching services which are specialized for the executive and the situation using the best concepts and methods for the job.

No. Coaching is a development instrument. Classic topics of Coaching are the influences  of one’s own career management, working on personal goals, reflection on questions about the compatibility of family and career, or the development of balance strategies and personal indicators, a personal ‘’early warning system’’ if you like. Coaching is about future-oriented behavior, not about focusing on a burdening issue and ‘’poking around’’ in its cause.

There are some formal criteria that help you with your choice: A very good professional knowledge, relevant work experience (field expertise) and a good Coaching-education which is nationally/internationally certified. A good Coach should have all that. Even more important is the question about whether think this could be  an effective working relationship with your Coach, characterized by trust. In order to find that out, you would have to get to know me.

My clients can basically choose the location, but a quiet and undisturbed atmosphere is required. We also provide convenient rooms of course.

When my clients are able to feel empowered and to explore new things, then Coaching is successful. My clients show this in many different ways, often through direct feedback, but also through their whole physiology. Furthermore sometimes the gains in the client’s course of action are linked to quantitative goals that are measured according to the client’s plan. However, the signal always comes from my client. When clients make progress and/or reach their goals, they show it in many different ways.

Yes. My fees consider the situation of average earners.