Executive coaching – distance and meta-perspective
Executive coaching is an overloaded term. We treat top managers like other people: with their diverse personality components, concerns and obligations. In this way, we are fulfilling exactly what managers and their families expect today: long-term, healthy careers.
The focus is on the following questions:
How do you succeed in bringing technical knowledge and a commitment to joint development into companies?
How do top managers stay connected to their social systems?
Which work context ensures health in the workplace from Nine to Five (and not just in the evening in the gym)?
These questions are important today. Performance coaching that leads to burnout syndrome is not effective for anyone. Lonely soloists are less in demand than those in charge who have empathy and self-respect. Systemic management coaching in the center for supervision creates and preserves values.
As answers to the three questions asked, we mention the following offers:
Build leadership skills
Develop long-term stable values
Stay human – stay healthy
Maintain a balance between work and private life
What is leadership skills? The ability to manage personnel begins with another ability: others can only be led by those who are trained to bring their inner sides into harmony and to be in balance with regard to their loyalties. Those who are not at peace with themselves, who are overwhelmed, also tend to overwhelm other people. We lead managers to treat themselves well: to perceive their concerns, to weigh up priorities. This also includes burnout prevention.
Conversation skills require that a person is in good contact with himself and that he conducts beneficial internal dialogues. We work with our clients for good internal language patterns.
Leaders don’t need a lot of power. Real personalities convince with their specialist knowledge and their ability to examine their own behavior in self-reflection and to adapt it to the requirements. We support managers in developing skills that cannot be found in any manager book.
The best boss is the one who doesn’t have to be there. It has been heard like this for decades. The real meaning behind this statement: a superior who agrees on achievable goals with his employees and ensures optimal framework conditions has nothing to do with small and small.
There is no leadership position without a dilemma. Conflicts of loyalty and target conflicts are typical hurdles. Not just on the way to the executive suite. Also in the role of leadership. Only those who expect or strive for a trouble-free time get a problem. Sooner or later there may be conflicts of interest between work and private life. That is why the topic of couple counseling is part of our management development – if necessary. also systemic family counseling.
For a long-term, prosperous career, we support executives depending on the context, e.g. B. from four weeks or three months / every six months. The key is continuity.
The return on executive coaching is high. In the reflection with the coach, the leadership development and at the same time any need for action become visible. In the long run it can be determined that managers have a good health record when they are regularly accompanied – unlike in many cases when the eye-to-eye method is used.
Many mistake resilience for invulnerability. Sayings like “What doesn’t kill us, makes us tough” will hopefully be a thing of the past in all companies at some point. Unfortunately, the incidence of burnout continues to rise. Part of our work with managers is therefore the instruction for self-reflection.
Really competent is someone who knows where and under what circumstances their skills reach their limits. Recognizing the limits of power reserves is vital. One of the main tasks in coaching for managers is therefore to familiarize managers with the acceptance of their natural limitations and to make friends.
This is how bosses present themselves from their best side: as people with high expectations – and great loyalty for their teams, starting with good self-care. The management style towards the employees corresponds roughly to the management style that is cultivated inside a managerial personality.
Coaching is often associated with topics such as motivation, increased performance and self-optimization.
We focus on coaching in the form of short-term advice.
• simple insights that enable new perspectives
• Helpful strategies for changing rigid patterns
• Visualization tools such as the patented and university-tested resource tool
