Regular individual coaching aligns with the needs of the leader flexibly – be it targeted development, or consultation about the actual strategic and operative issues.

We focus on the essential skills that we need over the entire performance management cycle: goal setting, giving feedback, active listening, asking effective questions, and communicating clearly.

Development is not optional anymore: we need to make it a way of living, at all levels. Learn the mindset and the skillset needed to integrate coaching into your everyday life as a leader.

Accelerating and overlapping change efforts require that we develop the mindset and skillset for leading change not only in “periods of change campaign”, but integrating it into our culture.

Most new managers struggle, and this cuts into productivity, lowers morale, and drives staff turnover. However, the experiences of the first 6 to 18 months leave deep and lasting impact. This the period when it’s decided, what kind of leaders we become.

The overwhelming onslaught of tasks and emails becomes a chronic source of stress. As the pressures on us increase, not only our effectiveness suffers, but our quality of life as well.

If we do not gain the trust of our team members, leading effectively becomes impossible. During the program, we map the main areas of trust, and provide suggestions to address deficiencies.

It is not enough to just have satisfied employees if they do not ignite their rockets and work with their heart. We need a committed team! It helps that the good workers desire the same.

The foundation of leadership is trust. If we do not create a trustful environment, no technique, tips, or tricks will help us. During the program, we map the main areas of trust, and provide suggestions to close any gaps.