coaching

“You can understand life backwards, but you have to live it forwards.”

(Sören Kierkegaard)

when is coaching used?

WHEN DOES IT MAKE SENSE?

New professional tasks (management tasks, accompanying organisational restructuring measures, etc.)
Promotion of team work
Stress management
Improving social and leadership skills
Solving current crises and conflicts in everyday professional life constructively
Reviewing life and career planning, shaping the future
Personal development (self-confidence, conflict resolution, social skills etc.)
Personal crises or stressful life events (job loss, illness of a relative, divorce/separation etc.)

COACHING PRINCIPLES

COACHING IS BASED ON…

Voluntariness
Confidentiality
Acceptance

Coaching Methods

Empathic accompaniment
Questioning techniques
Transactional Analysis (TA)
Theme-centred Interaction (TZI)
Communication (Schulz v. Thun, non-violent communication)
NLP (Neurolinguistic Programming)
Role play
Values work
Leadership training
and much more…

HOW COACHING WORKS

WHAT HAPPENS?

At the beginning of each coaching session, coach and coachee get to know each other and clarify the coachee’s expectations with the coach’s possibilities. An important basis is the relationship of trust that makes effective cooperation possible in the first place.

In a contract, the organisational framework conditions such as frequency, duration, costs and development goals are jointly defined and recorded in writing.

CLARIFICATION

The following questions can serve as a guide to the content:

what is it about?
Who are the clients?
Are the coachees there voluntarily? What about the readiness for coaching?
What attempts have already been made to find a solution? With what results?
Discuss confidentiality and impartiality
Clarify and, if necessary, expand prior knowledge about coaching
Discuss the open-endedness of the coaching. The responsibility and self-determination lies with the coachee.

Working and Design Phase

In this phase, the client’s goals and problems are worked on. Using appropriate coaching methods, options for action are developed and first concrete steps are prepared. The experiences with these steps are discussed in the next session.

At the end of each session there is time for a review and an outlook into the next period.

Closing

At the end of the coaching process, when the problems have been worked through, solutions found and goals achieved, it is time to say goodbye.

Evaluation

After the coaching, the time of learning and change begins. In this phase it is possible to arrange small telephone sessions for support.

However, the next coaching phase should not take place for a few months. This serves to avoid psychological dependence.