Ausbildung zum Ausbildungssupervisor für Verhaltenstherapie

Psychotherapy requires a high qualification which is gained mainly in practical training. Own treatments of mentally ill patients during training requires close-meshed supervision. This also has to meet the highest standards, which require a systematic training as a training supervisor. This article discusses the various aspects that have to be taken into consideration in behavior therapy. Beyond adherence to therapy manuals, extremely complex interaction processes have to be taken into account that cannot be substantiated by the classical behavior therapy. To this extent, supervision appears as a bridge between science and the art of psychotherapy.     

Implementierung von Einzel-Coachings im Rahmen eines Führungskräfteentwicklungs-Programms in der öffentlichen Verwaltung

Coaching has become an integral part of systematic management development. This article describes the successful implementation of an individual coaching as an essential element in a leadership development program, that is based on the author’s practical experience. Moreover, the article presents the conceptual framework of the development program, the understanding of coaching and the underlying process. Effective internal marketing, transparency about the coaching process and an emphasis on voluntary compliance are emerging as success factors for the sustainable establishment of the coaching offer.     

Führungskulturen an der Universität: Feedbackinstrumente als Schlüssel zur Personalentwicklung

Management culture at German universities. Guided feedback as an instrument to develop leadership skills In future, universities will be fundamentally more exposed to national and international competition than they are today. The challenges for Germany’s universities arising from this are increased by the reform pressure towards a modernization of the governmental administration. On grounds of these new tasks and challenges, inner-organizational changes as well as the development of a leadership responsibility and further training of the employees’ social skills are necessary. Therefore up-to-date personnel development belongs to a university’s modernization program. At the Berlin University of Technology appraisals by subordinates are practiced in order to design a fair leadership culture. The crucial factor for this is the professor’s and administration manager’s identification with their leadership role. For a further process consultation the adoption of coaching is recommended.     

Wirksamkeitsforschung im Führungskräfte-Coaching

In the article the author refers to his first paper reviewing 22 empirical studies in the field of executive coaching (cf. OSC 12, 3, 2005). Furthermore eight new studies are presented and existing research is critically analyzed. As a result implications for further research are suggested. Though the body of empirical research is still sparse and most of the reported studies had severe limitations, they provide evidence that coaching works. Access to the field of executive coaching is considered difficult for researchers but will be crucial for future research. It is hypothesized that conventional research focusing on average and not on individual changes is perceived neither helpful nor useful by practitioners. To meet practitioners’ needs, a client focused research is advocated.     

Wirksamkeitsforschung im Führungskräfte-Coaching

Research on the outcomes of executive coachingThe author presents a review comparing 22 research papers published in German or English on the outcomes and factors influencing the outcomes of executive coaching. The variety of methods applied, factors leading to success, criteria of success as well as the perspectives that were established makes it difficult to carry out a comparison of these studies especially considering the small number of the studies. Moreover, many of the studies suffer from methodological flaws and miss depth of theoretical background. Overall, a positive picture emerges: Coaching seems to have a considerable effect. Clients report feelings of a burden being taken away from them. They develop a capacity to look at things differently, they improve their skills of reflection, communication and of carrying out executive tasks. Their interventions become more efficient and help their companies to increase their profit. Factors leading to this success seem to be the working relationship, the elaborate formulation of aims, the way of reaching these aims, the qualification, the commitment and the authenticity of the coach as well as the coach’s appropriate use of different techniques.     

Unterstützung dualer Karrieren im Spitzensport

The longstanding focus of elite athletes on top sports entails disadvantages hampering their later entry to the world of work. In order to successfully contribute their outstanding personality traits to a later job, athletes are thus particularly required to care for their employability. Contributing to this, the author carried out a competency balancing with top athletes. This coaching method significantly decreased the athletes’ need for self-information. Evaluation further showed indications of increased clarity and certainty of occupational goals as well as work satisfaction.     

Regionales Clustering im Aussch��ttungsverhalten von Sparkassen

A significant part of German savings banks does not pay out dividends when they are legally possible. Previous studies show that the conservative payout policy is related to the capitalization and the size of a savings bank and the financial standing of its local authority. This study reports evidence for a regional clustering in addition to the known economic determinants. Our result suggests that savings banks are more prone to paying dividends when the neighboring banks do the same. We hypothesize this clustering to be caused by a multi-stage principal agent relationship in German savings banks. One consequence of this structure is that the representatives of the local authority in the savings bank??s governing board will typically advocate higher dividends than the management. However, they cannot bring to bear their dividend recommendation because they have an information disadvantage with respect to the bank??s management. In such a situation, it is but natural to use the payout policy of neighboring savings banks as a reference point. We propose a test of this hypothesis based on data for all German savings banks in 2005 and 2006. In Probit and (modified) Tobit regressions, our distance measure turns out to be by far the most important determinant of the probability and size of dividend payouts.     

Das Zürcher Ressourcen Modell im Change-Management

This article demonstrates the reasons for reactance in enterprise change processes. To understand the personal reasons for the resistance, one has to look at the personality of a person. The PSI theory explains the functional systems responsible for how one perceives the world, how one thinks, feels and acts. The knowledge gained from this theory can be realized into good self-management using the ZRM method, which incorporates all the needs, preferences, abilities and values of a person.     

Zu den Auswirkungen von Arbeitszeitmodellen im ärztlichen Dienst von Krankenhäusern

In 2004 a new working time law for physicians in hospitals was introduced, which has up until now been rarely researched in theory and is implemented in practice partially in form of new working time models, partially by relying on allowed variation rules within the law. Meanwhile, there are new discussions about changes of working time directives on the European level. This article aims to analyze the desired effects of the new working time law to decrease the workload, improve the possibilities of patient care and increase the working time satisfaction of physicians. To this end, a primary data collection is conducted in 15 hospitals and 35 hospital departments, generating 261 questionnaires, in order to empirically assess the theoretical model with the constructs working time model, workload, working time satisfaction, and possibilities of patient care using regression analyses. It can be shown that the new working time models decrease workload and enhance working time satisfaction of hospital physicians, but have no significant influence on the possibilities of patient care. These results are consistent for different ownerships and sizes of hospitals as well as for most services. No significant differences in the answers between various physician groups exist either.     

Übertragung und Gegenübertragung im Coaching

The author describes the use of psychoanalytic concepts in coaching work. At first, the classical issue of transference and its modern forms will be discussed, later the classical issue of countertransference and its modern forms. Finally, the author presents two case studies on transference and countertransference in coaching work.     

Die Bedeutung von Coaching für die Identitätsentwicklung von Führungskräften

The significance of coaching to the identity development of managers The author discusses the difficulties of managers to conceive their professional identity. Regarding the background of modern organization structures in ?our postmodern times“, they are demanded to define their roles again and again by themselves. Traditional concepts of identity, like those formulated by the psychoanalysis, nowadays are obsolete. The approaches of the symbolic interactionism are much more applying to the actual demands of ?identity work“ of managers. Coaching, that integrates procedures of dramatherapy, is thereby capable to support the development of a suitable management identity.     

Coaching für das Führen von Trennungsgesprächen

Coaching for the carrying out of outplacement talksThis paper describes a coaching process with an executive, who has to carry out outplacement talks. The aim of the consulting process is to prepare the coachee in a way, that he is able to accept his role as executive and to carry out the order of the company. Further on, the coachee is encouraged to use his own potential to design the outplacement talks. Finally he is invited to develop arrangements in order to support his personal physical and social wellbeing as well as his fitness in respect of the extreme situation of the outplacement management.     

Zwischen Dank und Drohung: Supervision für Freiwillige im Flüchtlingsbereich

The current article deals with experiences in supervising volunteers in the refugee sector. The work in this field has some particularities. It operates between two extreme poles: enormous gratitude for this work on the one hand and threats against supervisors on the other. The author puts forward his thesis that we have to deal with a new generation of volunteers. Supervision has limitations, and organizational consulting can provide useful support in order to manage the work of volunteers optimally.     

Evaluation von Supervisionsprozessen an Südtiroler Schulen

Supervision and training have been offered to schools as constant components of the support and consulting measures for 12 years now. Over nearly the same period of time supervision processes have also been evaluated, namely for nine years. The results show how crucial supervision has become in the school system and how strongly the people involved can benefit from it. Positive developments are perceived especially with regard to the cooperation among teachers.     

Entscheidungsunterstützung unter Berücksichtigung der Anforderungen von Entscheidungsträgern am Beispiel der Gestaltung von optionalen Girokonto-Tarifen

Quantitative decision models are used only if managers’ implementation conditions are met. Decision makers want tools that offer a set of good solutions so that they can evaluate different solutions according to various objectives without being forced to make their trade-offs explicit in a functional form. This also allows taking into account strategic aspects that cannot be modeled otherwise. In such situations, heuristics are needed which derive solutions from the structure and not so much from the mathematical properties. We present such a decision support tool for the problem of determining a menu of optional tariffs for checking accounts. The heuristic is based on the idea that for reasonably separable preferences across segments it is the best to offer for each segment the most preferred product. We use latent class choice-based conjoint analysis to estimate customer preferences and develop a customized choice-based conjoint design to take differences in individual demand into account. The proposed heuristic was used to support an actual decision problem for which the profit contribution has been increased substantially without having faced a considerable loss of customers.     

Führungsstile – Evaluation einer Nebenaufgabe im Development Center

To asses six different leadership styles we employed a questionnaire during the development center in a manufacturing firm. Analysing the questionnaire indicates its reliability, scalability, economy, usefulness and fairness. An explorative factor analysis supports the factorial validity. A content analysis provides evidence that the transformational leadership style is perceived as the most positive and the authoritarian leadership style as the most negative one. Furthermore, we found transformational leadership style positively correlated with an aggregated measure for the competence extraversion.     

Coaching von Führungskräften aus Expertenorganisationen

In this text, the particularities of the situation of executives in expert organizations are discussed. Then four cases are described, in which (1) the problems that bring leaders from expert organizations into coaching are illustrated, (2) the respective coaching interventions are described and (3) the key concepts that were in the coaching helpful are summarized. Finally, some thoughts what is in executive coaching from expert organizations useful are discussed.     

Rolle und Aufgaben von Coaching im Veränderungsmanagement bei McKinsey

Roles and tasks of coaching in change management at McKinsey The author describes the necessity and special challenges of coaching in change situations. Focus target group are executives in key positions as well as explicitly appointed change agents. As success-established concept she describes a succession of group coachings with parallel and following one-to-one coachings as well as peergroup coachings dealing with current challenges during the change process. Finally, the author refers to important basic conditions with the implementation of such coaching concepts, as well as on effects for consulting firms.