Our understanding: Coaching is a goal and context oriented learning process
for people in work situations. Our procedure has therefore 3 phases:




1. Clarification of the task

We will clarify what it is all about with you. In the corporate context, it is important to have the respective leadership on board. Besides the discussion with you, a discussion will also take place with your leaders and the coach regarding the clarification of the task. At the beginning, there is mostly a specific situation which needs action alternatives.
The first step is an evaluation of the situation, which provides an overview of all factors of influence.
On this basis, the goals are formulated in such a way that they are attainable, attractive and verifiable. We start the actual coaching only when you and others can understand and verify the success of coaching.


2. Coaching process

On the way to his goals, the coach is accompanied and learns to check his own perceptions and mental concepts and to gain alternatives for action. Reflection on the usual points of view, values and basic attitudes is a regular exercise.

  • A clear and respectful style of communication is practised.

  • Increased self-responsibility.

  • If needed, those directly affected may be involved.

  • Success will be ensured in a sustainable way.


Here are a few examples of issues which people in work situations demand responsibility for and which they want to deal with in practice:

  • Issues relating to change:

  • Learning to cope with changes

  • Deliver peak performance under changing conditions

  • Cope with steadily increasing stress


Issues relating to change:

  • Bring role clarity to the leadership function

  • Maintain joy of life

  • Calm in concrete situations in order to reflect and also to experiment

  • Achieve efficient results

  • Bring sufficient depth to your life in order to be able to take on responsibility


Issues if it then becomes difficult:

  • Conflict management


3. Monitoring goals

At the end of the coaching process - possibly also halfway through the arranged process - there is a discussion in which the achieved results are specifically reviewed. Here, the leadership come back on board and provide feedback on the results.



The time frame is agreed upon on an individual basis. Among other things, it depends on the initial situation and the goals which are to be achieved. In any case, it should be kept manageable. Occasions for coaching are for example:

  • Curiosity about yourself and your potential.

  • Interest in supporting concrete life and work situations

  • Examine your own perception and mental concepts

  • Need for influence in current situations

  • Improve image by getting to the bottom of self-conception in the professional role

  • Extension of a repertoire of action in the leadership role

  • Learning tools and methodologies of personnel management

  • An Increase of efficiency and effectiveness

  • Specification of personal ethics and their relevance for action