Transformation coaching

Changes? A new strategy? New tasks? Perhaps a merger – with anger, with disappointment, with ambiguity, with different cultures?

Someone at your side who has experience with this? Someone who can identify the actual dynamics on a factual level, in terms of organization and processes, as well as on a relationship level?

We call this kind of support “transformation coaching” and use it to describe a package of measures that can help you to reduce chaos in transformations, release energy and channel it positively.

1. Clear communication: Our transformation coaching can help you to ensure that you maintain clear and transparent communication with your employees. This is crucial to avoid rumors and uncertainty that can lead to a loss of trust.
2. Change management: Transformation coaching can help you develop effective change management strategies that minimize employees’ fears and resistance and make the transition smoother.
3. Leadership development: You can use our coaching to prepare your leaders for the challenges of transformation. This can help to ensure that they are able to proactively shape change and keep teams motivated.
4. Team dynamics: In coaching, we help to resolve team conflicts and promote collaboration. This is crucial to ensure that teams remain productive during the transformation.
5. Individual coaching: We offer individual coaching for employees to help them overcome fears, uncertainties and personal challenges related to the transformation. This can help them feel supported and maintain their motivation.
6. Values and company culture: Transformation coaching can help you to preserve the company values and culture during the transformation and ensure that they continue to be lived. This can help to strengthen employees’ trust in the organization.
7. Feedback mechanisms: Implement feedback mechanisms that allow employees to voice their concerns and ideas regarding the transformation. This encourages participation and shows that their opinions are valued.
8. Resilience and stress management: We support your employees in strengthening their resilience and learning stress management techniques. This helps to minimize the loss of energy during the transformation.
9. Performance management: Use transformation coaching to ensure that performance goals and expectations are realistic during the transformation and that employees remain motivated to achieve them.
10. Continuous adaptation: Transformation coaching can help you to react flexibly to changes during the transformation and make adjustments to ensure that the needs of employees are taken into account.
11. Talent development: Identify and develop talent within the organization to ensure the company has the right resources for transformation and to motivate employees to develop further.
12. Evaluation and follow-up: Use coaching to evaluate the progress of the transformation and ensure that the desired goals are achieved. This helps to maintain motivation and build confidence in the success of the transformation.

We have found that early transformation coaching makes a significant contribution to successfully shaping the transformation. We accompany all steps of your transformation, from the moderation of the first team events to finding direction (vision, mission), strategy development as well as strategy implementation and the long-term strengthening and development of the organization, your teams and you!

Food for thought

• Anyone can communicate. We talk …
  … if your communication is good, then no destructive tensions will build up and there will be no content-related or emotional friction in your team. Then the trusting “together” replaces the toxic “against each other”. Then you and your team will be able to see the “big picture”, creatively recognize completely new paths and shape ...
• Examples of dysfunctional communication – and our solution program
  We all know examples of dysfunctional communication in teams. And yet we suffer from it time and time again. We think: “We don’t have to love each other. Just communicating well, openly and appreciatively would be nice …”. We observe the following in teams, for example: ▶️ Lack of clarity: messages are not ...
• Yes – as a manager (or team coach) I can stabilize teams!
  What should you do if you recognize withdrawal, passivity, groupthink, power struggles or blindness to reality in the dynamics of your team? In other words, if you notice a so-called regression. As a manager (or team coach), it is important to intervene in a targeted manner in order to promote the positive development of the team. ...
• Withdrawal? Passivity? Groupthink? Power struggles?
  Learn how regressions can occur in teams and what effects they have. As a manager and team coach, it is important to recognize and intervene at an early stage.
• When a strategist, an implementer and a coach meet …
  Strategy, implementation and coaching should go hand in hand. Successful teams take the relationship level into account right from the start. Let’s achieve great things together! #success triangle
• We don’t talk about that!
  Difficult situation on the market? Transformation? Employees leave you? Customers have doubts about your performance and quality? Have you heard the following phrases in your team? Or felt them unspoken? Or thought them as a manager? ➡️ “Talking about it brings unrest into the team. “They” should just be able to do their job.”➡️ “Those at the top ...
• When is team development and coaching actually helpful, effective and more beneficial than a good lunch and dinner on a seminar day?
  Are you experiencing similar situations in your team? Poor performance, internal conflicts, lack of cooperation? We offer solutions that can help. Let’s talk. #Teamwork #Managers
• Does coaching have a real business case?
  Do you want to be successful with a satisfied team? Coaching can be your key tool to improve employee efficiency and satisfaction and to be profitable in the long term.