I hold an Ashridge Master’s Degree in Executive Relational Coaching, which is backed up by three years of experience as an external coach for leaders in middle and top management positions at internationally acting groups. I offer one-to-one conversations with a psycho-dynamic approach. I feel drawn to this approach as it focuses on the ’players on stage’ in what seems a mature model in addressing tasks and goals. I investigate personal and organizational issues which remain unspoken, forgotten, left out, denied, or repressed and thus it serves as a way of overcoming conscious and unconscious resistance. This emphasis on the self and all the positive and negative responses that other players on the stage might trigger in the self and in each other has proven to be fruitful for all parties involved. The approach grew out of the requirement in the course of my coaching work that „You can take a horse to water but you can’t make it drink.“ – as the popular expression goes.
Additionally, I propose to offer a relational stance: “It is always both“. We create, recreate and recreate again in our relationships. I offer an attitude of systems mindset, by which I understand that creating and working in effective systems takes assuming responsibility for what we create and co-create. Along these lines, I am interested in helping my clients become aware of how they show up in their ogranization and how the organization shapes them to encourage embracing diversity, the awareness and acceptance of which strike me as the key to creating a sense of purpose. I offer reflection on my clients’ own mindset, values, beliefs and assumptions and those which they inherited in their organization. In doing so, I offer to use our coaching relationship as a platform for making a meaning – giving moment-by-moment feedback – of who they are and how they become our conversations in their own systems. I facilitate my clients’ learning by setting up a learning partnership with them. How do differences between us and organizational contexts impact their learning? AND: What can clients contribute to my own learning in our coaching relationship?
Thus, I offer to take responsibility for co-creating my coaching relationships in a cyclical, recursive and reflective as well as reflexive process. I am confident to enable clients cognitively and emotionally to develop effective and fully-engaged realities in their organization too: we are all connected and being genuinely curious about how we can become grounded in this inter-connectedness is what I can offer to my coaching clients.
• Sources, forms and types of conflict
• Mastering my story when I am angry, scared, or hurt
• Spotting conflicts & Speaking persuasively, not abrasively
• Yeah, but! – Advice for tough cases
• Are you assertive or do you just talk?
• The Three R-Rule & What is behind techniques?
• How to bring out the best in people at their worst
• What can I realistically do to assert myself?
• What makes whom tick how?
• Recognizing and observing what makes others tick
• Ticking with tactics – Human nature in everday life and business
• Ticking without pitfalls – Recipes for failure
• Developing greater confidence in resolving conflict
• Using strategies to reduce difficult customer incidents
• Staying more energized and motivated with customers
• Turning crucial moments into action and results
• Question types & Questioning techniques
• Lines of argumentation & Dealing with objections
• Difficult and unfair negotiation partners
• Closing signals and techniqes
• Motivation & Anxiety & Resistance to change
• Transactional analysis – Emotional and cognitive knowledge
• Attitude actions & Attitude attributes
• Feedback techniques & The power of change