COACHING
Coaching for managers and mediators
OUTPUT POINTS
You are new
In a new organisation, in a new team; attempts, attempts, ideas to master the challenge of making the collaboration work and sound good. But Working in the system takes time and always leads to pressure and uncertainty at the beginning. => Coaching acts as a conflict prophylaxis here.
They are already there
You know what is available. You know what is tried and tested, but you should and want to provide for the new; you want to innovate and should explore; in short, you should lead – even the unwilling, the undecided to new shores. But Working on the system does not work without conflict. But are you determined to leave the beaten track so as not to fall by the wayside? That's a good thing! => (Conflict) coaching is the first step in conflict management.
You are already somewhere else
At least mentally, they want to go to new shores, all alone or at least away, away for now, but not quite sure where to yet. However, working as part of a system brings with it obligations, loyalties, commitments – and as long as the old is not well honoured, the new is not in a good position. => Coaching enables a suitable transition that can be pursued with vigour.
AND THEN FOLLOWS
What needs to be done?
- Develop an understanding of the context of your own work (review your own assumptions),
- Reflecting on your own areas of influence and problematic contributions to the current situation and
- Two-Speed-Action: Develop a balance between stabilising and innovating approaches.
What to look out for?
- Embed the coaching process in the organisational environment;
- Determine coaching objectives based on the organisational strategy and culture;
- Align coaching content with the individual personality.
Which hot potatoes may need to be tackled?
- (First-time) management responsibility
- Management change topics
- Potential for conflict in the team
- Challenges of the „sandwich „position in the management system
- One-sidedness, work-life balance
- Farewells and transitions
DIGITAL COACHING
Coaching via video call (Zoom, MS Teams,…)
- Digital technologies support us in our endeavours.
- Digital technology creates contact - not distance.
- Digital technology deepens understanding - not rifts.
- Digital technology saves time - but not confrontation.
VOICES
RONALD BÖNISCH, Managing Director, Seecon Ingenieure, Client 2017
Sascha has accompanied our company (seecon Ingenieure) for over two years. He prepared two of our managers for the upcoming changes. The Coaching has contributed to a significant improvement in the leadership and management quality of our managers.
RONALD BÖNISCH, Managing Director, Seecon Ingenieure, Client 2017
Arne Frank, Head of Marketing, Leipziger Volkszeitung, client since 2018
...the coaching with Dr Sascha Weigel helped me to reflect on the complexity and the different perspectives in the change process.
In particular, I was able to more clearly recognise and define my role in this change process. It still helps me to see that my team doesn't have to make a mass start and that the slowest person sets the pace, but that we are in a relay race in which each individual has to make their own contribution so that the overall result is right at the end of the day....n addition, it is simply fun to philosophise with Mr Weigel and to see things from different perspectives.
That's why I unreservedly recommend coaching with Dr Sascha Weigel!
Arne Frank, Head of Marketing, Leipziger Volkszeitung, client since 2018
PIVOT REGULATORY, Company founders, Clarification talks 2017
Especially in the start-up phase, the professional feedback from the outside is very important. Sascha really helped us a lot here!
PIVOT REGULATORY, Company founders, Clarification talks 2017
Kathrin Schaefer, OEWA Wasser und Abwasser GmbH, seminar participant 2018
...With his empathetic manner, but also through targeted methodology, Dr Weigel succeeded in making a seemingly fragmented Team during the Coachings and showed understanding and emotion. At the end of the coaching session, we all agreed that Dr Sascha Weigel's contribution had shown us a new way to resolve conflicts and helped to prevent new conflicts from arising in the future. Thank you, Sascha.
Kathrin Schaefer, OEWA Wasser und Abwasser GmbH, seminar participant 2018
Carsten Dankenbrink, CONTINENTAL TEVES, STÖCKEN, clarification discussions since 2016.
I am delighted with the structured way of working and the results we have achieved thanks to you.
Carsten Dankenbring, CONTINENTAL TEVES, STÖCKEN, strategy workshops and clarification discussions, 2016-2021.
FURTHER EXAMPLES FROM OUR PRACTICE
A SELECTION OF OUR CUSTOMERS
CONTRIBUTIONS FROM OUR BLOG
Conflict management as a management task. In conversation with Jörg Pulfrich (INKOVEMA podcast #146)
INKOVEMA podcast "Good through time" #146 - Conflict management as a management task System-compatible support from external conflict experts - using the example of the Fraunhofer Mediator Pool In conversation with Jörg Pulfrich Good through time. The podcast about [...]
Development lines of coaching – Path descriptions for mediation? In conversation with Dr Siegfried Greif (INKOVEMA Podcast #140)
INKOVEMA Podcast "Well through time" #140 - Developmental lines of coaching - path descriptions for mediation? What can the mediation movement learn from the development of coaching? In conversation with Prof Dr Siegfried Greif Good [...]
The mediation paradox. In conversation with Dr Justus Heck (INKOVEMA podcast #118)
INKOVEMA podcast "Well through time" #118 - The mediation paradox On the good press of mediation and the teething troubles of mediation practice In conversation with Dr Justus Heck Well through time. The podcast about [...]