Das „Achieve Coaching Model“®" Ein systematischer Ansatz für größere Wirksamkeit im Executive Coaching

The ?Achieve Coaching Model“®. A systematic approach to greater effectiveness in executive coaching The article describes some of the results of an international best practice study that aimed to identify what successful coaches do to achieve consistent tangible coaching results. The analysis of the primary and secondary data resulted in a new coaching model, that has received international recognition and proved to be successful and valuable in practice — the Achieve Coaching Model®. The article describes the seven steps of the model, underpins it with information from the study and the authors international coaching practice and concrete behaviours of coaches that yielded continuously positive results in a coaching setting.     

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.     

Coaching und Internet? Chancen und Grenzen des Internets für Coaches und Klienten

Coaching and internet? Chances and limitations of the internet to coaches and clientsThis article describes potentials and limitations of Internet-based coaching and counseling. It focuses on the capabilities of the Internet as a medium of information and communication and its significance for coaches, clients and newbies. Some suggestions are given on how coaches and clients could use the Internet for working purposes. The necessity to analyze and integrate important medium-specific, individual-specific and interpersonal factors should be kept in mind. This follows the fact that they function together in a dynamic way, as the media-ecologic model of Döring (2003) postulates.     

Begabung oder harte Arbeit?

During the course of studies, certain situations cause uncertainties that can seriously trouble its success. Within the framework of Collegial Coaching, scholarship students of the Hans B?ckler Foundation who are confronted with similar circumstances work together, in order to develop opportunities for action and to strengthen their self-perception. Older and former scholarship holders are trained to become diversity-aware coaches and will then manage a coaching group.     

Coaching in der Psychotherapie — Psychotherapie im Coaching

The author seeks a deeper understanding of the relationships between coaching and psychotherapy. He reflects first of all his own practical experience as psychoanalyst, coach, and as trainer/supervisor of coaches and psychotherapists. Therapy, he says, develops a long-range-approach of alleviating symptoms and helping to strengthen potentials in a close relationship between therapist and client. Coaching is more focused on short, exactly aimed interventions and acute problems in the relationship between the coachee and his job. Professional exchange between therapists and coaches should be encouraged, because therapist often are deeply ignorant of the professional reality of patients, and coaches tend to underestimate the relevance of personality problems which work against rational organizations of professional development and constructive relationships in teams.     

Schulleitungscoaching – Konzeption und Ausbildungsevaluation

Since principals in schools are increasingly turning into managers of educational institutions, coaching approaches have an increasing importance. Accordingly, the Bavarian Ministry for Education and Culture in cooperation with the National Institute for Quality in Schools and Educational Research and the Academy of Teacher Education and Personnel Management has introduced the project ?Coaching – an Instrument to Professionalise School-based Leadership“. The project involves exemplary coachings of school management teams and the training of coaches with a focus on school-related issues at the University of Innsbruck. The training of coaches is based on a special curriculum, which was evaluated using a multi-methods approach. The outcomes show that the coaching model is accepted by coaches and that the training is of high quality     

Coaching in der Pastoral der Diözese Speyer

Coaching in the pastoral of the diocese of Speyer. Internal coaching between office and independence A lack of priests and changes in social conditions are forcing the Diocese of Speyer to employ people on an honorary basis in executive functions of spiritual welfare. The permanent staff of the bishopric are now to coach those volunteers in order to accompany the process. For this they need a great deal of independence as ?new coaches“, which can however put their loyalty to the ecclesiastical office into question, as long as they fail to acquire appropriate forms of communicative plausibility. No one can on any account escape from the momentum sparked off through the use of coaching in a hierarchically structured operation — neither the operation nor the coaches.     

Coaching für Führungskräfte im Krankenhaus Baustein einer Strategie zum Total Quality Management

Coaching of managers in hospitals as component of a total quality management strategy The author delineates the changed conditions of hospitals at the beginning of the new millenium. In order to be up to date with the growing challenges and the need for change a Total Quality Management (TQM) is necessary. This TQM sees the satisfaction of clients and of employees as crucial for all reorganization processes. The realization in everyday hospital life requires a total personnel development concept, with special regard to the managers and their specific needs for support by supervisors resp. coaches.     

Kann denn Coaching Führung sein?

May coaching be leadership? An analysis of literature on the term coaching. An analysis of the German-speaking literature about coaching shows for what the term Coaching or rather the title coach is used in actual publications dealing with the leading manager as a coach. It becomes apparent, that coaching is not seen as a specialized advisory profession. Instead the term is used as an alternative expression for leadership vocabulary as management style or managerial functions. The elaboration of terms and concepts concludes, that semantically it is meant leadership when it comes to the concept of the coaching manager. To be an exception, the management by systemic approach forms a brand-new perspective about organizations. However, to give respects to the German-speaking coaching community there should be a difference between leadership and coaching as well as notions and titles should be used more accurate among professional management coaches.     

„Coaching“ durch die Führungskraft — eine kritische Betrachtung

?Leadership Coaching“ — A critical discussion?Leadership Coaching“ comes into vogue again. It is possible that cutting down the expenses for HRM (and specially for counsultants) reinforces this trend. Therefore it is again time to discuss the question about the main differences between “leadership coaching” and coaching by professionals. Consultations by the superior can be helpful, however there are distinct differences to the professional coaching.     

Strategien des Konfliktmanagements

Strategies of conflict management. Coaching, supervision and organisational development in comparisonHow do different kinds of professional consultants engage in conflict management and what do they concentrate on most in their consulting work? This article explores and compares the approaches of professional coaches, supervisors and organisational consultants, focussing on the central differences and commonalities of the consulting approaches that emerge from three case studies of conflict resolution. Whereas coaching, relying on the idea that conflicts in a business are best addressed by leaders and a top-down strategy, trains executives in conflict resolution, supervision and organisational consulting emphasize a participatory model that involves all the affected parties in conflict resolution. The author considers the various consequences these approaches have for those seeking help, as well as the substantive and methodological differences become evident in the course of consulting sessions.     

Begegnung als ethische Maxime und Intervention im Coaching

Just as there is no universal understanding of what constitutes Coaching, there are no generally accepted ethical standards within Coaching. Opinions as to ethics within Coaching spring largely from the various ??Schools?? which transmit Coaching methods. Coaches working with J. L. Moreno??s Psychodrama follow the ethical and philosophical outlook contained in the analysis of creativity, spontaneity, the ??Social Atom?? and in the method, process orientated ??Encounter?? as understood by Moreno and Buber. That which they have internalised as ethical maxim and the Encounter method, is also understood to be a fundamental intervention.     

Coaching als Instrument der Personalentwicklung in Kirche und Caritas Mehr Chancen als Grenzen

Coaching for leaders and representatives in churchesThis article shows possibilities of coaching for leaders and representatives in churches, especially during this time with many transformations in ecclesiastical structures. It seems to be very important for acceptance of coaching, that the coach has a high standard of knowledge about this branch.     

Coaching,Supervision und die vielen anderen Formate Ein Plädoyer für ein friedliches Zusammenspiel

Coaching, supervision and many others formats. A pledge for a peaceful playing togetherIn this speech the thesis is justified, that a distinction of the different formats like coaching or supervision can only be successful, if they are discussed in a democratic dialog by all stakeholders. Only if such an agreement succeeds, it can be accepted in public.     

Coaching in der Verwaltung

Coaching in administrative authorities. A study on the acceptance of a new counseling method This study proves that also leadership in administrative authorities are in need of counseling for developing their social, professional and organizational competence. Coaching turns out to be a helpful method for it. Occasions for coaching, efficacy and conditions of coaching are explored. In spite of the promising start support of the organization is necessary to establish coaching in the long run. For this aspects and suggestions are discussed.     

Coaching von F��hrungskr?ften in Change Management Prozessen

In times of change Executives often face unexpected and conflicting challenges that require special effort to be reconciled. On the one hand, Top Management continues to raise performance demands on them. On the other hand, employees expect from their supervisors clear direction and emotional support. To enhance Executives?? effectiveness in change companies often deploy Executive Coaching to provide cadre with methodological support in designing and leading corporate transformation. This is based on the fact that change will be more sustainable if solutions are developed in a participative way by members of the organization themselves. Based on an analysis of leadership challenges in times of change the paper outlines critical competences that help to successfully manage volatility, and presents a proven framework for Executive Change Management Coaching.     

Coaching von Unternehmern Erfahrungen und Wirkungen

Coaching of owner-entrepreneurs — experiences and effectsThe author argues that the kind of coaching which owner-entrepreneurs require differs in fundamental ways from the kind of coaching for hired top managers. The difference is rooted in the higher level of complexity of the decision problems of owner-entrepreneurs, which needs to be reflected in a more complex approach chosen by the coach. In this context, the ability to make himself better understood by others turns out to be a very essential key capacity which some owner-entrepreneurs lack and which a qualified coach can help them to regain.     

Change Coaching in Gro?unternehmen

The author describes current practices of Change Coaching in DAX-30 companies and enterprises of comparable size. Three critical success factors provide orientation about how to professionally establish Change Coaching and how to lead change projects to long-term success.     

Boreout-Syndrom und Coaching

To feel out of depth in a working environment has been publicly known as Burnout Syndrome for a long time. As the opposite to Burnout, working far beneath one’s capabilities has now been publicized by recent scientific surveys as the Boreout Syndrome. Both phenomena in chronic existence can cause health problems and extend into the private part of our lives and should therefore be taken very seriously. Coaching can help to find new ways to deal with these syndromes in a professional environment as well as private life situations.