Skill-centered management coachings are the silver bullet of target-oriented HR development. Top performers of a company are assisted in a highly individual way in order to enhance their personal effectiveness. We focus on the transition of their personal demeanor in the sense of expanding their behavioral repertoire. At the same time it is important to question “functioning mindsets” and to think about new, more fitting ones.
An Outline of our Coachings
The coachees will detach themselves from their current perception and obtain a bird’s eye perspective. They will see themselves as “teammates” in an entrepreneurial system and reflect upon their personal image. Alternative patterns of action are taken into consideration, new ones are pragmatically tested – all the time focusing on increasing and maintaining performance. Each coaching session follows a clear mindset with a structured sequence of events and a time limit. The methodology orients itself on the individual and the specific set of topics.
Top executives need changes in real-time. Simply finding out what went wrong is not enough. When the stakes are high, the game becomes intricate and may appear paradoxical. Raising the strategic and political awareness as well as gamesmanship is the core of Executive Coaching. Tolerance to ambiguity becomes relevant. Self-composure and tact need to be well-developed in order to be able to play the game in a demanding political field. Executive Coaching cuts through complexity and provides immediate solutions. It is the silver bullet within individual top management development. The demands on coach and coachee are high: Sophisticated role modeling and a strict focus on results are of the essence.
For sustainable professional success the integration of job-related and personal goals is of key importance. By employing a stage-of-life model, questions about of the roles of business life in comparison to the individual personality are answered. Follow-up rungs on the career ladder are pointed out and are pragmatically prepared.
A custom-made new placement project fits to your individual demands. It supports you as a nominee in finding the new job position your are looking for.
In essence this procedure is phased as follows:
- Guidance through the termination of the actual contract;
- Analysis of the factors that led to the termination;
- Description of the ideal future function;
- Professionalization of application documents;
- Systematic market analysis and positioning;
- Preparation for assessment centers and job interviews;
- Support through contract negotiations and contract design;
- Onboarding chaperonage during the probationary period.
Key aspects may vary according to your situational interests.
A classic task of executives consists of recognizing and resolving conflict. Frequently, conflict cannot be resolved internally. An external mediator as an unbiased third party is called upon, who – together with the parties concerned – defines the common objective of the mediation process. Even in an apparent standoff, taking over individual responsibility and accepting new perceptions will lead to mutual win-win solutions.
Potential Analyses, such as Assessment Centers (AC) or Management Audits serve companies and candidates to obtain valid information on the skill sets and potentials of top performers. It is our goal to fill positions with the matching person and to insure that HR development focuses on the individual. For the candidates, these procedures represent critical interventions on their professional carreer ladder. Since most of the time there is only one chance, it is vital to prepare for the day of the AC or Audit. What happens during such a selection process? What are the observers looking for? What are the “Do’s and Dont’s?” What are the assessment criteria for all this? A preparatory coaching by a professional diagnostician can significantly contribute to a successful performance on that important day.