Coaching for managers and career transitions

Six sessions over three months, two of them as walking conversations on request. At the beginning we work out how much working time the manager actually has available and clarify how their team experiences their behaviour.

This results in a specific goal for their behaviour, for example: “At the start of every week I discuss the three most important priorities with my team.” Not: “Lead better.” The manager puts the goal into practice in everyday work, and in every session we discuss the progress.

Suitable as a supplement to the leadership programme “Healthy leadership in practice” or as a starting point.

Four sessions over six to eight weeks for employees in a career transition: returning after parental leave or a sabbatical, a first management role, a new task or a change of direction within the company.

In the first session the person develops a specific goal and a plan for the first weeks with a realistic workload. In the following sessions we review what works and adjust the plan.

You provide an allowance of coaching sessions and thinking walks. A thinking walk is a 90-minute walking conversation about a professional question. Your employees draw on the allowance themselves as needed. You learn how many sessions were used, but not by whom. On request, all employees also receive method cards.

Our coaching is professional coaching on role, tasks, way of working and leadership. It is not psychological counselling or psychotherapy and does not deal with health complaints. If it becomes apparent in conversation that someone needs specialist help, we say so openly and name suitable specialist services. This is also set out in the contract.