Employees/people are the most important resources of a company. Committed and motivated employees work more efficiently and are more creative and better represent the company externally. Unnecessary conflicts, "cut throat" behavior, lack of motivation and lone fighter mentality drain energy from the business. The tangible effects usually have deep causes. The responsibility of a coach is to recognize these underlying causes and counteract them.
Coaching intervenes in established processes from the outside and changes or optimizes them; as needed, new more efficient one may be developed. This happens on the Meta-level. Therefore, coaching steers the coachee's behavior indirectly by creating incentives, thereby setting impulses to act in a desired way. These incentives are always connected to self-reflection by the coachee, who learns to understand the purpose of the steering impulse and his resulting behavior. Questioning one's self helps to arrive at a more open self-perception and improves self-awareness.
A coach analyses and decodes the actual problem, develops individual concepts, leads and supports coachee(s). In principle, coaching is an interactive process. It is not one-sided, originating from the coach; in fact, the coach is a consultant, responsible for the execution and solving of problems. He does not enter the factual discussion. The coach remains detached. Coach and client are required to collaborate as equals. The coachee is not absolved from responsibility; he must find his own solutions, guided and supported by the coach. Coaching provides help for self-help by increasing self-awareness.
Our coaching programs include:
We conduct coaching programs both inside and outdoors depending on the task at hand. In team-building, the combination of theoretical exercises and practical experience are especially effective. Our programs can also be combined with incentives.