Coaching of executives in business today is an integral part of staff development. Some aspects must be noted.

It could all be so simple. Coaching is considered to be part of staff development and is now well known and established. A coach is purchased by the Human Resources Department or from the selected company’s coaching pool. But even on the part of a “purchase” of a coaching action, which usually falls to the personnel department, it is important to fulfill many requirements:

* Budget
* Specify the frequency and number of sessions
* Qualifications, age and gender of the coach
* Position of the coachee in the company’s hierarchy

The following guide is intended to help in the coaching business objective measures and to use results-oriented. Coaching lives of the clever interplay of multi-professionalism, the equivalence relation, eye level to attract people who identify with the company, dedicated cooperation, good vibration, knowledge, education, practice and success.


Why coaching?

This is where coaching comes into play. In the solution-and goal-oriented coaching resources are key competencies (we also speak of core competencies) developed, which are a useful addition to professional experience and expertise of a manager. Maximum value and excellent work eventually results depend heavily on a well-functioning communication, leadership and individual employees on an authenticity that which also includes a warm-hearted emotion. Coaching measures for sustainable change. A company that invests in training such as coaching, invests directly in its most important resource, its human capital.

Unlike the supervision

In contrast to the super vision of coaching specifically identified core competencies and also set up and include corporate goals. We have the possibility of coaching in the personality of the manager to set and / or in addition to coach together with the team. For their goals, the leader reached anyway just with the support of the team.

Content of individual coaching activities

In individual coaching, various problems are handled, which is usually job-related, but must be focused not only on the workplace. Main topics include improving personal performance, improve leadership skills, development of other personal resources such as creativity, questions about their career, shortening the start-up curve in a new position after promotion, dealing with stress and burnout, interpersonal conflicts at work, dealing with uncertainties and productivity losses resulting from restructuring of the company such as mergers or generational change, correction of suspected weaknesses or shortcomings, crises in the personal environment, cross-cultural differences.

Expiration of the coaching

Multi-Professional coaching has always been a dynamic structure. The following other coaching phases can, at any time even within the process, whether the team or with individual coaching can be found again, because all too often becomes a target initially set at work replaced by a new one.

Duration of the coaching

Shape and duration of the coaching are highly dependent on the personal situation and objectives of the client. The duration of the coaching and the length of individual sessions can be set individually by contract. Prerequisite for effective and fruitful work is about one or two sessions extending phase of the mutual knowledge and agreement of the target. For a single coaching session, we assume a duration of 90-120 minutes, but longer sessions are possible and common. During the trial dates are placed at short intervals (weekly or biweekly). If the process is complete, there are longer intervals in feedback sessions with the coach. For the coaching sessions is a neutral place desirable, for example, the practice rooms of the coach or the client’s chosen location outside of the company.