At 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.