Coaching covers concepts of training and consultancy, which allow for reaching a client’s aims by applying specific methods.
Such aims are specified in advance by the client and could include e.g. professional career options, solutions for particular problems or optimizing the individual actions of the coachee.
In this attempt, one coach can support single persons as well as groups of coachees.
In contrast to conventional consultancy, the coach does not induce a solution. The solutions are already lying within the coachee and are retrieved together with the coach.
Among the applied techniques are methods of personnel and management development.
The coach as neutral partner structures the conversations in a way to provide the coachee with options for self-evaluation and reflexion.
The process of systemic coaching takes the personal living and/or working environment of the client into account as a system.
This allows for a holistic view on the issues, which can exist in various parts of this system. Any processes within the same system are interacting with each other.
Client Oriented Coaching
The focus of client oriented coaching is the individual perception of the client.
This is mediated by the neutral position of the coach. The coach reflects the client’s feelings and thoughts by empathic steering of the conversations. By this means, the coach searches with the self-responsible client for issues, which are not or only vaguely realised by the client.
Resource Oriented Coaching
Resource oriented coaching evolves the possibilities, which are already lying within the client together with the coach.
Resource orientation in general is considered to be the accessibility of the client’s abilities and resources. In this process, options for solutions the client bears unconsciously are elaborated. Possible solutions are evaluated in the dialogue with the coach, related to existing issues and adapted, as appropriate.
Individual coaching is conducted with single clients. Thereby the personal role of a client can be determined.
The personal and confidential handling of the concerns allows for discussing sensitive issues.
Individual coaching is applicable to situations where e.g. a leading role is to be determined, management of problems is to be established, a personal change process is to be facilitated or an external perspective is desired.
The benefit of group coaching is finding solutions among those who are concerned.
While the constellations within the group are maintained, the effect of a neutral coach prevents established structures and paradigms from affecting the development of mutually satisfactory solutions. Moreover, new options for synergy effects can be found.
Members of the group can contribute their various experiences and perspectives. It is the task of the coach to facilitate equal participation of each group member in the solution process.
Group coaching is applicable e.g. to conflicts within teams, introduction of a new executive person, exchange of people with similar tasks and positions or improving communication between different levels.
A change process is an event of fundamental and extensive transformation.
In professional environments, change processes are considered to be major changes like merging or structural alteration of companies.
Changes processes in private environments are considered to be significant personal or familial changes like transition to a new phase in life or reorientation.
The coach manages these processes as a neutral and impartial guide. Thus, a change process can eventually lead to a satisfactory result for all those involved.