An increasingly complex world brings with it more complex problems and requires a complex and global consciousness to solve them. In order to master the challenges of today and tomorrow, wise leaders and companies of integrity are needed. Organizations who cultivate a conscious approach to themselves and their stakeholders. Our mission is to support and accelerate the growth of awareness among humanity and organizations. Our experience in this work has taught us some basic principles that are listed below.
The most important part at the beginning of any collaboration is to find out what the coachee needs in order to comprehensively fulfill his task in the world. That's why we start each collaboration with a Chemistry Meeting to find out if and how a coaching can take place. We create an informal assessment which allows us to decide which of our coaches will take the lead and whether additional coaches will be involved. From this follows our offer. During the Chemistry Meeting, we also give the coachee concrete insights into our methodology in order to show what he is getting involved in. Years of experience enable us to identify obstacles and growth potential at the first meeting.
During the coaching we work according to the following basic rules:
As soon as a coaching is finished, we schedule a review meeting a few weeks later. There we want to check what influence the sessions had on the coachee's work. These meetings are important to us in order to be able to learn lessons for a more sustainable work.
In many cases, problems cannot simply be solved by coaching individual employees. Systemic work in the whole team or in working groups becomes necessary. Only this allows to
Depending on the results, preparational workshops or individual coaching sessions may be necessary. As with individual coaching, a workshop is preceded by a Chemistry Meeting with the important stakeholders. During this first meeting it is important to find out if and how a good cooperation is possible. In addition to insights into our methodology, an informal assessment of the participants already takes place. From the first meeting and the trainers' assessments, a timetable and an offer are then drawn up on how the challenges can best be addressed and what a specific workshop should look like.
In addition to the topics to be dealt with in the workshop, we place value on the following principles:
We believe that a short review meeting a few weeks after the workshop will significantly increase the effectiveness of the work. It also shows the impact of the work on the team and the individual and helps us to achieve sustainable high quality work.
One service that we particularly like to provide is to accompany a new project or even a new organization. We help to lay the foundations for an organization that actively promotes the development of its employees. This type of organization is also called Deliberately Developmental Organization or DDO (Robert Kegan). They build on the insight that their most important task is the development of their employees. Innovation, quality and economic success are direct consequences of this development.
Our task in supporting such a start-up project is to support the creation of an internal culture and of external structures that lead to this goal. Some of them are: