We understand coaching as an instrument of personnel development, with which potential can be developed, resources promoted and crises can be overcome. As a measure of organizational development coaching helps the "drivers" of change, to make their position, their functions and options in the system transparent. In any case, coaching is a trusting and confidential process in which the situation, the needs and the client's goals are important - the position at the interface between person, job / role and organization. Therefore, we consistently work on a solution-oriented, questioning attitude and rely on methods that come from humanistic psychology and the systemic consulting approach especially. What distinguishes us from many colleagues, is the high degree of transparency in the process. This procedural clarity has especially one purpose: to give our clients the security they need to solve their challenges from the beginning to the end.
Procedural clarity is the fundamental condition of the coaching success of Neuland Development & Training. We have developed the five-phase model of coaching. The sequence of contact - contract - processing - conclusion - integration characterizes the whole process, but also determines the rhythm of each session.
The phase model ensures that the process is transparent at all times for everyone involved (possibly also for human resource development and the supervisor of the client). The flow chart provides the objective security not to skip anything essential. It gives security the client to act in a clear framework. Always knowing where he stands at the moment.
At the beginning of each coaching is the request. The first contact by phone or by e-mail is used for probing whether coaching is the appropriate measure. The request may also appear from an organizational development process. In individual coaching the contact phase serves to pick up the thread again and to prepare the ground for a trustful meeting.
The contract clarification is a fundamentally important step in the coaching process. It occurs in direct contact with the client, if necessary, with HR and / or the supervisor of the client. The parties define the needs and objectives for the process. The coach makes it clear that he is subject to confidentiality. In the case of the clarification in a triangle appropriate arrangements must be made.
Immediately following a private conversation with the client takes place, a first exchange about whether client and coach want to work with each other and can. - Even at the start of each session, there is a contract clarification to specify what is to be achieved in which way on that day.
If it is clear that coach and client work together, the next date is used to determine the issues to be worked on. This starts the processing work. Out of working experience, it is worth to schedule about three hours time for the first appointment of content processing. At the end of the conversation coach and client decide, how, where and when the process will be continued. - In later sessions, that often last between one and three hours, the processing stands in the foreground in all its facets. Contact and contract stage then take significantly less time to complete.
The most important stage in the coaching process is the integration, because this is about the time between sessions. During this period, the client will transfer its change thoughts and ideas into the everyday life and "try them out". For this reason, we leave enough time between appointments, so that the client can gather enough experience in the meantime.
The conclusion of a coaching conversation as well as the entire coaching process is used primarily to verify the goals which have been defined together. In addition, coach and client decide at the end of each session, how to proceed. At the end of the entire process, a final discussion with all the contracting authorities will be held if necessary.
According to our approach, our coaches work with models and methods of humanistic psychology and systemic consulting. In personal dialogue, the following practices have proven effective:
- Person-centered interviewing
- Questioning attitude
- Visualizations and working with metaphors
- Mapping and formation of systems
- Role playing and simulations
- Experience-oriented methods
As a coach, we work from a questioning attitude out and see the client as the expert himself. We have a basic trust in his willingness and ability to change. This attitude leaves the solution of a "problem" where it originated: at the client, or its environment. However, we give impetus and impulses which support the client in finding solutions, and specifically promote his self-reliance and self-reflection. We see ourselves as "neutral facilitators" with the goal of expanding the perception and the options for action of the client sustainably. By this attitude, it is possible to solve a stressful situation or challenge not only in the short term, but also to enhance the personal problem-solving skills, their own self-confidence and self-efficacy of the client in the long term.
Where we meet for coaching, you decide. Also, what kind of coaching you especially need - because it does not have to be the classic personal one on one conversation. In addition we offer as required:
- Coaching on the job (direct accompaniment of the client in his everyday situations, followed by feedback)
- Coaching on the telephone or short-term support by email. For coaching sessions we would love to come to your base. Our recommendation is, however, a "neutral" place. Therefore we are happy to provide our specially equipped rooms in Fulda. Another option are suitably equipped conference hotels. Anyway, we will do everything in advance to make sure that the coaching can take place in an appropriate, supportive environment. Coaching in einem geeigneten, förderlichen Rahmen stattfinden kann.