4-Evening-Questions: Eine einfache Technik mit tiefgreifender Wirkung

The effect of a positive day reflection as a technique of positive psychology has been found repeatedly. The qualitative study is based on a sample of 74 participants and shows which kind of experiences people make during and after this exercise. For this purpose, participants were instructed to reflect their day based on four specific questions (4-Evening-Questions) every evening over a period of two weeks. Subsequently, individual experiences were collected and analyzed qualitatively. The results show that the exercise leads to a sensitization of perception, a change in the interpretation of situations as well as in one’s own actions.     

Positive psychology coaching

Researchers have found that we live in a world our questions create because what we ask people determines what they discover and shapes their ability to imagine plan and create their future reality. So are you asking questions that help people to discover the true, the good and the possible in their situations in ways that fuel their confidence, courage and commitment? In this article we’ll begin by understanding the growth of strengths-based coaching, explore the potential benefits of a strengths approach and see how coaches are putting a strengths focus into practice, the tools they are using, the questions they are asking and the emerging research that is guiding their work.     

Coaching im Dilemma von Psychopolitik und Selbstbefreiung

In this article the concept of “psychopolitics” will be applied on coaching. It describes a form of government and power in neoliberalism. The basic principle relies on influencing a person’s psyche to the point of motivating them to self-optimize in the interest of economic logic of utilization. The philosophical and sociological literature on the topic criticizes and questions coaching as it is seen as an instrument of psychopolitics. The article describes the concept of psychopolitics. It discusses to what extent coaching is either used as a means of self-optimizing, or self-liberation. Questions and courses of action will be clarified with the help of a case example.     

Lust an der Macht – Frauen in Organisationen

Storyline and analysis of the film “The Devil Wears Prada” provide vivid scenes to derive reflections on organisational culture in globalised companies and women in chief positions. Women come into conflict with leading the company successfully, the dependence on efficient – female – staff and the image as a woman. The article illustrates, how influences of the company’s products fashion und fashion market have a normative effect, especially on female staff members. Theories of organisational culture, careers of women and findings of gender research are shown in connection with complex strategies of women in their determination to succeed, to self-realization and the pressure to adapt oneself. This involves reflected perspectives to leave clichés of gender and to reinforce organisational and personal potentials.     

Interkulturelles Coaching als interkulturelle Situation

The article is focusing on cross-cultural coaching constellations and explains the need of cross-cultural competence/cultural intelligence on the side of the coach. The author proposes a scientific framework to reflect one’s coaching work and assumptions in order to develop a culture-sensitive coaching approach.     

Entwicklung ländlicher Kommunen

Due to a revision of the land utilisation plan the town Lichtenberg had initiated a civic participation. After four official workshops the citizens decided to continue on their own. The article describes a best practice example of a citizen’s action committee. The citizens develop concepts and work pro bono for their community. Their aim is to prepare the town for future challenges. The citizen’s action committee works closely together with the town’s council. In the meantime there are three projects that have been finished successfully. One project–the development of a shared vision–is described more detailed. The author summarizes experiences that could be beneficial for other citizen’s action committees.     

Der Stand der Coachingforschung: Kernergebnisse der vorliegenden Metaanalysen

The present article provides a quantitative overview of the state of coaching research. It first provides an insight into the status quo of the academic publishing landscape. Afterwards, results of the four meta-analyes that have been published on coaching research up to now are summarized. First, results on the efficacy of coaching or coaching outcomes are presented. Findings for different outcome measures as well as different study designs are reported. Next, results on predictors of coaching success are presented. They include specific features of the coaching process and setting, the coach-coachee-relationship as well as characteristics of coaches and coachees. The article closes with a summary and an assessment of the state of coaching research.     

Alles Coaching oder was?!

“Internal Coaching” addresses a broad spectrum of in-house counseling. Coaching is thereby portrayed less as a profession in its own right, rather as a function which individuals with very different roles can offer and employ. Personnel directors, top managers and special internal advisors present insights into their advisory functions within companies. It becomes clear that coaching as an internal function has become an integral part of the firms. Thus this book is equally relevant for internal and external coaches. Exposure to and analysis of coaching skills from various service points of view can create greater awareness of one’s own role and strengthen professional cooperation.     

Die Coachingkultur als Wirkfaktor

The coaching culture as an impact factor on the efficacy of Coaching has rarely been addressed in scientific research so far. This article differentiates the coaching culture in aspects of the organizational embedding and attitudes towards coaching. The results of the quantitative study, where N = 49 members of organizations took part, show that the coaching processes are conducted in diverse ways, that the format is being applied for a broad range of issues and that the attitudes towards coaching lead into a positive direction. As a significant predictor for the judgement of coaching effects the reputation of the format in the organization was identified.     

Wer interessiert sich für eine Coachingweiterbildung?

The article describes the findings of a study of the motivations for pursuing extended vocational training, phases of career development and the structure of addressees based on professional training as a coach. The study showed that the central motive for a coaching training is supporting other people. Overall, instrumental motives are the most prevalent in this group of addressees. Looking at their individual career development, a clear picture emerges which places most of them in the professional establishment and maintenance phase. The addressees are predominantly highly qualified, as well as professionally and financially well positioned. A result of the training type classification indicates that the main incentive is to achieve work-related improvements from a stable personal career context.     

Situationen gestalten,um Ärzte am Krankenhaus zu halten

The situation at work in a hospital is often exhausting for medical doctors. Besides deteriorating health, doctors report a diminishing quality of their work. As a consequence, the willingness to change the hospital one is employed by is increased. Aside from important political decisions, doctors and others of responsibility can design their working situation more positively. The authors discuss the doctors’ challenges based on a current survey and introduces situational design—an approach to design working situations optimally so that they positively enhance wellbeing and productivity.     

Das Image von Supervision im Klinikkontext

In this study the image of supervision in organizations is conceptualized for the first time and defined as the collective conception of supervision in the relevant stakeholders’ minds characterized by subjectivity. In a pilot study, the image of supervision and its influencing factors and effects in the hospital context are explored from 63 executives’ point of view. Results show that self- and external image have to be differentiated based on experience with supervision. Furthermore, the image’s potential influence on behavior and its importance as a process extern impact factor is demonstrated.     

Qualifikation von Ausbildungssupervisoren in der Sozialen Arbeit – Kontexte,Methoden und Erfahrungen

This article moots the issue of how to support students of social work and social pedagogy to develop the prerequisites for a professional exercise within their future vocational role by dint of supervision. Academical training has to offer spaces for reflecting the relationship between clients and their assistants and for the student’s self-development as well. Methodical settings are reflected for the vocational training of students. Of what kind are the relationships between knowledge transfer, practical guidance and supervision? This article pleads for supervision as an educational program and specifies the qualifications for supervisors.     

Nicht alles ist „systemisch“

This article is a reply to an essay titled “Systemic—what else!”, recently published by Claus Nowak. Despite of great sympathy with Nowak’s passionate plea for an appreciative use of classical approaches to counseling and consulting—especially approaches of the humanistic psychological tradition—our analysis shows that the terms “systemic” and “systems theory” open up our understanding for new phenomena. Therefore, an adequate usage of the term “systemic” and a proper utilization of “systems theory” and its principles are not superfluous.     

Aufrecht gehen! – Vom Ausstieg reifer Existenzgründer aus ihrer Führungsrolle

A decision to go independent means creating your own business at the age of 50 or beyond. This is not only a courageous step; it is also a risky one too. This decision is always accompanied by a complex process of “letting go” of a role that during the long period of a professional life provided predictability, status, recognition and financial security. To counter the tendency to idealise business start-ups later in life, we attempt in this paper to retrace the process of detachment in the context of the individual’s career biography. We do this by drawing on personal reflections accompanied by a theoretical framework and conceptual clarification. Suggestions and recommendations for coaching, supervision and consulting complement the more procedural aspects of necessary resources and support offerings.     

Eine Beratung in einem Flüchtlingsheim

This article addresses some aspects of a consultancy project in a transitional refugee center in Germany. Workers and volunteers bring their own vulnerability and ambivalence to this mix – the desire to rescue and their own background as migrants, amplified by the desire to make reparation. The result is a deeply traumatized organization where the capacity to think and create meaning is damaged. Huge defense mechanisms like splitting and scapegoating are activated in order to defend against the anxiety of annihilation. The fragmentation and attack on linking is evident in the difficulty of defining a task for the consultancy beyond the provision of emotional containment simply to survive. The consultancy served the purpose of reducing the toxicity of the experience while it continued, but the entrenched dynamics that extend well beyond the boundaries of the organization probably diminish its lasting impact.     

Das Zürcher Ressourcen Modell und die Theorie der Persönlichkeits-System-Interaktionen in der Laufbahnberatung

Requirements to employees rise because of the changes in the working environment during the last decades. Thus, topics like flexibility, openness and adaptability are to be facilitated more and more in the career counseling. It isn’t sufficient to advise and to find a fitting profession. Often the work with the Personality Systems Interaction Theory und the Zurich Resource Model (ZRM) is than advisable. This article illustrates with a case study the work with self-monitoring competencies during a career counseling process.     

Turning Duty into Joy!

In the present article motto-goals are introduced as a technique for effortless self-regulation, in which negative emotions are regulated through a changed mindset of individuals. Afterwards, the ZRM online tool will be presented, which makes it possible to formulate motto-goals in a short time without the assistance of a trainer or coach. Current findings on the efficacy are reported. The article closes with a summary and an outlook on possible applications.