Coaching for executives
Consulting | Executive Coaching
Our coaches are experienced and serious sparring partners
- Managers want or should expand their leadership skills?
- One of your managers needs help to solve a conflict in their team?
- A manager faces the challenge of managing a Change process?
In the cases described above, you should consult an external executive coach who works intensively and trustfully with your manager on the respective topic. Our experienced coaches offer your executives exactly the professional support they need in their respective situation. Our coaches act primarily as sparring partners to encourage the coachees to ask themselves and their own leadership role and to find their own solutions. If it makes sense, our coaches also give concrete tips as experts in leadership issues.
Strengthening strengths, identifying solutions
Before each coaching session begins, a clear mandate and a precisely defined goal are defined. Typical topics of our executive coaching are: Strengthening leadership competencies; mastering special challenges; overcoming crises or conflicts; taking up a new position; successfully shaping change. Our coaches select the appropriate methods from a broad repertoire. On the one hand, we focus on strengthening the coachee’s own resources, but on the other hand we also make our own expertise available in the relevant subject areas and thus open up new perspectives and approaches to solutions.
A prerequisite for successful coaching is that it works between coach and coachee on a personal level. Among our coaches you will find very different characters – we certainly have the right coach for you.
Show all perspectives
In a coaching process it is important to show as many perspectives as possible. Otherwise, solutions are developed that only seem to help and only have a short-term effect. On the one hand, the coachee’s resources must be strengthened. This is the only way to promote independent action. On the other hand, however, it may be necessary to develop effective solutions quickly. The expertise of the coach, who can point out solution variants, helps here. The organisational background in which the coachee operates should be considered in all of this. Because what works in one organizational context can be useless in another.
Perspective 1: Resource orientation
The focus on one’s own resources starts a circle of success: discovering abilities, using abilities, achieving effect, discovering new abilities, etc. In this way, a positive development is usually initiated very quickly. Additionally, the consideration of the individually relevant motives, roles, and attitudes extends the reflection ability of the coachee and promotes the sovereignty in the guidance acting.
Perspective 2: Solution orientation
The view in flow coaching is directed towards the future – towards the expansion of possibilities of perception and action. In coaching, various solution possibilities are developed, promising approaches tested and their effect reflected. This expands the coachee’s scope of action and conveys confidence with regard to overcoming concrete leadership challenges.
Perspective 3: Organization
In coaching we combine personality development with organizational learning. The framework conditions of the organisation are considered as well as informal aspects. This ensures the ability to connect to the work reality. Through the coaching of executives, a positive leadership culture will develop and the competence of the entire organization will grow.
Leadership Skills in Digital Transformation
The demands placed on managers during digital transformation have changed. Leadership is no longer linear, but increasingly lateral. Digital change requires change competencies that do not only relate to the successful implementation of projects. In our meta-study we described 7 dynamic leadership competencies that complement the traditional leadership skills. In addition to coaching, training or consulting these topics can be helpful.
Professionalism and further education: Coaching association EMCC
Our coaches are organized in the European Coaching Association, the EMCC (European Mentoring & Coaching Council). There we regularly take part in international conferences, training courses, and exchanges of experiences. We are committed to the EMCC Code of Ethics, which clearly describes the professionalism of coaches as an obligation. In addition, all flow coaches take part in regular supervisions.