coaching & consulting:manager

If you are wondering whether an A) coach, B) consultant, C) change management or D) process-support is helpful, you can often clarify at least (A) and (B) yourself in advance. Problems often arise from a lack of communication about insecurities or even fears. In short: in unspoken hypotheses about what others in the team think. So that »reality« no longer seems to lie in what »is«, but in the hypothesis about what others could think it is.—If this does not solve the problem, but rather exacerbates it, counseling may be useful. Seeking advice from a coach or consultant means finding out whether a very small but very effective gene has crept in. Big problems do not mean big causes. Often it's small, crept in & automated behavior patterns that you no longer see. My task is to help you see if, if so, where, how, for what, against what.

Change Management & Process Support
To choose one of these two, there is no preparation or testing of your own. The readiness for one or the other lies exclusively in the personal feeling and an open attitude towards these processes.—Sensible moments, however, do exist. If, for example, a new, decisive process of change is pending: own uncertainties; tension in a team; entrenched structures or thought patterns; concern about employees and their acceptance; high/tense goals, which should be diluted as little as possible; ...