Mid-level management coaching

management coachingAt the beginning of their career, every manager develops his or her own management style. Role models play an important part in this process. In this phase, I can offer guidance concerning topics like role clarity, self-marketing, self-assertiveness, the way you communicate with others, and what effect this has on them.

Middle and higher-level managers are constantly faced with new challenges. Entrepreneurs too, after having successfully completed the start-up phase of their company, are confronted with complex management issues.

In the corporate philosophies of most companies, there is no place for emotion. Here, it’s a manager’s job to “function” and to meet his goals. Many executives adopt this mind-set through the years. This can take its toll – some are then confronted with the problem that they don’t “function” anymore; others realise themselves that something isn’t functioning properly any more.

Which problems are we most frequently faced with?

  • The status quo: What is my relationship to myself? Do I still know which values I stand for?
  • Unproductive behavioural patterns: How do I find and end them?
  • Conflict: How do I resolve it in a professional environment?
  • Clarity: what constitutes my management positions?
  • Intersubjective vs Intrasubjective: How am I perceived by others? How do they evaluate my performance and achievements?
  • Team leadership: How do I position myself in a leadership role? How do I deal with change?
  • Assertiveness: How do I win out over difficult employees?
  • Work-life balance: How do I make use of my time in a sustainable way? 
  • Stress: How can I cope with periods of high pressure?
  • Burnout: How can I prevent burnout in myself and in my team?
  • Procrastination: How do I defeat the mentality of “doing it tomorrow”?

At a first glance, it seems to be about learning new skills to master current problems. But it isn’t really about useful hints and tricks, but more about a revaluation of the fundamental question “why is this topic or this problem especially difficult for me to handle?”

Coaching, as opposed to training, is a process of cooperation: we tackle the roots of issues together. That’s how you work on a solid base for sustainable development, adaption, and change.