Worum geht es im
Führungskräfte-Coaching?
Im Führungskräfte-Coaching besprechen wir deine ganz konkreten Herausforderungen und reflektieren gemeinsam, wie du sie unmittelbar bestmöglich bewältigen und so dein Handlungsrepertoire für zukünftige Herausforderungen erweitern kannst.
Successful leadership starts with yourself – through 1:1 coaching for greater leadership impact.
As a leader, you are constantly challenged — professionally, interpersonally, and emotionally. This makes it all the more important to pause regularly and consciously reflect on your role and how you act within it.
In a 1:1 leadership coaching setting, you create exactly that space. You reflect on your current challenges, gain new perspectives, and question established patterns of thinking and behavior. This leads to greater clarity about what strengthens you as a leader — and what may be holding you back.
Through our collaborative sparring, we develop tailored solutions for your specific challenges. The goal is to enhance your effectiveness as a leader and sustainably expand your scope for action.
As a leader, you are constantly challenged — professionally, interpersonally, and emotionally. This makes it all the more important to pause regularly and consciously reflect on your role and how you act within it.
In a 1:1 leadership coaching setting, you create exactly that space. You reflect on your current challenges, gain new perspectives, and question established patterns of thinking and behavior. This leads to greater clarity about what strengthens you as a leader — and what may be holding you back.
Successful leadership starts with yourself – through 1:1 coaching for greater leadership impact.
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PROCEDURE
What does a coaching process look like?
During an introductory call—whether by phone or video—we can get a feel for one another, clarify your questions, and take a first look at your specific needs.
Above all, it is crucial to ensure that the "chemistry" is right, as trust and a strong rapport are the fundamental prerequisites for a successful coaching process.
Here, we will jointly focus on your specific coaching concern—reflecting upon and structuring it—and derive a coaching objective from it. During this conversation, we will also jointly assess how many coaching sessions the process is likely to entail.
If your company is the commissioning party for the coaching, this goal-setting discussion may also take place in the presence of your direct supervisor and a representative from the Human Resources Development department.
We meet at intervals of three to five weeks to work on your topics. A coaching session typically lasts one to two hours. I always structure the frequency and duration in whatever way makes the most sense. Everything we address remains within this protected space and is treated by me with absolute confidentiality. The methods used vary depending on the specific topic and issue at hand. I regularly ask for feedback to ensure that we are "on track" or if we need to make any adjustments.
To conclude the coaching process, we will hold a final discussion in which we evaluate what you have achieved for yourself and what this signifies for the future.
If your company is the contracting party, the final discussion—which we have prepared—may subsequently take place with your manager and a representative from Human Resources Development.
During an introductory call—whether by phone or video—we can get a feel for one another, clarify your questions, and take a first look at your specific needs.
Above all, it is crucial to ensure that the "chemistry" is right, as trust and a strong rapport are the fundamental prerequisites for a successful coaching process.
Here, we will jointly focus on your specific coaching concern—reflecting upon and structuring it—and derive a coaching objective from it. During this conversation, we will also jointly assess how many coaching sessions the process is likely to entail.
If your company is the commissioning party for the coaching, this goal-setting discussion may also take place in the presence of your direct supervisor and a representative from the Human Resources Development department.
We meet at intervals of three to five weeks to work on your topics. A coaching session typically lasts one to two hours. I always structure the frequency and duration in whatever way makes the most sense. Everything we address remains within this protected space and is treated by me with absolute confidentiality. The methods used vary depending on the specific topic and issue at hand. I regularly ask for feedback to ensure that we are "on track" or if we need to make any adjustments.
To conclude the coaching process, we will hold a final discussion in which we evaluate what you have achieved for yourself and what this signifies for the future.
If your company is the contracting party, the final discussion—which we have prepared—may subsequently take place with your manager and a representative from Human Resources Development.
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PROCEDURE
What does a coaching process look like?
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FIRST 100 DAYS AND BEYOND
I support you across every stage of your leadership journey.
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COACHING-LOCATION IN MUNICH
Where do we meet for the coaching sessions?
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COACHING-LOCATION IN MUNICH
Where do we meet for the coaching sessions?
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KICK-OFF-SESSION
We begin with a 360‑degree leadership map to visualize your role as a leader and the challenges you are currently facing.
From the beginning of your first leadership role
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FIRST 100 DAYS
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AND BEYOND
and throughout everything that follows.
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KICK-OFF-SESSION
We begin with a 360‑degree leadership map to visualize your role as a leader and the challenges you are currently facing.
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COACHING-SESSIONS
As the coaching process unfolds, we work in a tailored, goal-focused way on the topics that matter most.
Stop.
Reflect.
Act.
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MY COACHING OFFER
A new leadership role
Leading employees
Team development
Change Leadership
Managing conflicts
Communicating effectively
Flexibility in leadership style
Managing stress
Emotional Leadership
Der Einstieg in eine neue Führungsrolle ist ein spannender wie herausfordernder Moment für jede Führungskraft.
Ich sorge dafür, dass der Einstieg in die erste bzw. die neue Rolle gelingt.
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HOW I WORK
Each coaching session is a co‑creative process where we jointly develop solutions tailored to you and designed to create immediate impact.
I see coaching as a co‑creative partnership between you and me: you are the expert on your situation, and I support you with a wide range of tools and methods that I apply flexibly, depending on the context and topic.
I work extensively with visualizations to make connections visible, with spatial setups to create clarity, and with experiential methods to enable deeper insights and development.
In this process, I act as a sparring partner who listens carefully, asks meaningful questions, and contributes ideas and impulses where helpful. I offer feedback when you ask for it — or when I believe it will support your progress.
And throughout the process, we regularly reflect on whether what we are doing is truly helping you move forward. Based on that, I adapt my approach whenever needed.
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MY COACHING-OFFER
A new leadership role
Leading employees
Team development
Change Leadership
Manging conflicts
Communicating effectively
Flexibility in leadership style
Managing stress
Emotional Leadership
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MY EXPERIENCE
AccorHotels | ADKB München | Alfred Kärcher | APOprojekt | Aramark | Audi
BayWa | Best Secret | BMW | ConsorsBank | Deutsche Bahn | Diehl Aviation | Fiducia
Flughafen München | Gema | Gothaer Versicherungsbank | Hochschule München
HSE24 | Infineon | KAB München | Knorr Bremse | KraussMaffei | Lidl
MTU Aero Engines | Rational Ringler | Ritter Sport | Vetter Pharma
I see coaching as a co‑creative partnership between you and me: you are the expert on your situation, and I support you with a wide range of tools and methods that I apply flexibly, depending on the context and topic.
I work extensively with visualizations to make connections visible, with spatial setups to create clarity, and with experiential methods to enable deeper insights and development.
In this process, I act as a sparring partner who listens carefully, asks meaningful questions, and contributes ideas and impulses where helpful. I offer feedback when you ask for it — or when I believe it will support your progress.
And throughout the process, we regularly reflect on whether what we are doing is truly helping you move forward. Based on that, I adapt my approach whenever needed.
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HOW I WORK
Each coaching session is a co‑creative process where we jointly develop solutions tailored to you and designed to create immediate impact.
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OUTCOME
The overarching goal is to further develop your leadership capabilities:
IN THE TRIAD OF SUCCESSFUL LEADERSHIP:
ROLE CLARITY
Gain a clear understanding of what is essential in your specific leadership role.
LEADERSHIP SKILLS
Develop the skills to handle your leadership challenges with confidence and clarity.
SELF-LEADERSHIP
Develop a clear under-standing of your strengths and areas for growth.
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MY EXPERIENCE
AccorHotels | ADKB München | Alfred Kärcher | APOprojekt | Aramark | Audi | BayWa | Best Secret | BMW | ConsorsBank | Deutsche Bahn | Diehl Aviation | Fiducia | Flughafen München | Gema | Gothaer Versicherungsbank | Hochschule München HSE24 | Infineon | KAB München | Knorr Bremse | KraussMaffei | Lidl MTU Aero Engines | Rational Ringler | Ritter Sport | Vetter Pharma
ROLLENKLARHEIT
Du erkennst, worauf es in deiner speziellen Führungsrolle wirklich ankommt.
LEADERSHIP SKILLS
Du weißt, wie du mit deinen konkreten Führungs- Herausforderungen am besten umgehst.
SELBSTFÜHRUNG
Du verstehst, wie du tickst, wo deine Stärken, Limitationen & Entwicklungs-potenziale liegen.
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OUTCOME
Das übergeordnete Ziel ist die Weiterentwicklung deiner Führungskompetenz:
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HOW YOU BENEFIT
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Clarity.
Understand what matters most in your leadership role right now so you can act with focus and intention.
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Mehr Wirksamkeit.
Develop solutions to address your current challenges.
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Development.
Understand where your strengths lie and develop along your areas for development.
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Satisfaccion.
Gain greater clarity on what drives you and how you can increase your own motivation and satisfaction.
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OTHER QUESTIONS YOU MIGHT HAVE:
FAQs
People in very different roles and situations benefit from leadership coaching:
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New leaders who want to clarify their role, build confidence, and lead effectively from the very beginning.
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Experienced leaders who aim to reflect on and further develop their leadership style or adapt to new conditions.
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Leaders in times of change, for example during reorganizations, periods of growth, team conflicts, or increasing performance demands.
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High potentials and emerging leaders who want to prepare themselves specifically for future leadership responsibilities.
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Entrepreneurs and executives who are looking for a sparring partner at eye level to explore strategic, personal, or organizational questions.
In short: coaching is valuable for all leaders who are willing to reflect on themselves, take responsibility for their actions, and sustainably enhance their effectiveness — regardless of hierarchy level or industry.
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The cost of leadership coaching is agreed on individually. It depends on several factors, including:
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the scope and duration of the coaching (e.g. individual sessions, coaching packages, longer-term support)
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the context and objectives
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the leader’s level and role
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the industry and organizational environment
For this reason, specific pricing is provided upon request, following an initial clarification conversation. This ensures that the coaching is a strong fit — both in terms of content and investment.
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The duration depends on your goals. Some topics can be clarified within a few sessions, while others benefit from ongoing support over a period of several months.
Coaching sessions usually take place every two to six weeks. Frequency and rhythm are defined individually and adapted as needed.
Online coaching is generally possible, but it tends to have its greatest impact as a complement to an already established in‑person connection.
In my experience, online coaching works particularly well when you have met in person beforehand and a solid working relationship has already been built. In this case, it can provide flexible support between in‑person sessions — for example, for reflection, check-ins, or preparation for specific situations.
However, many leadership and personal development topics can be addressed far more effectively in a face‑to‑face setting. Direct, in‑person interaction allows for greater depth, more nuanced perception, stronger resonance, and a more intensive working process — especially when dealing with emotionally challenging, conflict‑related, or identity-relevant topics.
Find out more about me here.
The choice of methods is always guided by the topic, context, and objectives of the coaching. There is no rigid approach — what matters is what will truly help you move forward in the specific moment.
I work, among other things:
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extensively with visualizations to make complex relationships, roles, dynamics, and decision contexts visible and tangible
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with experiential methods that open up new perspectives and anchor insights not only cognitively, but also emotionally
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with reflection and dialogue formats that create clarity and strengthen self-efficacy
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depending on the situation, with systemic, resource-oriented, and solution-focused approaches
In our initial conversation, I am happy to give you a concrete insight into which methods I would use for your specific situation. This creates transparency from the very beginning — and a coaching design that truly fits.
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Yes. Confidentiality is a core foundation of effective coaching. All content and personal matters are handled with the utmost discretion and are not shared with third parties.
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HOW YOU BENEFIT
Clarity.
Understand what matters most in your leadership role right now so you can act with focus and intention.
Impact.
Develop solutions to address your current challenges.
Growth.
Understand where your strengths lie and develop along your areas for development.
Satisfaccion.
Gain greater clarity on what drives you and how you can increase your own motivation and satisfaction.
Von einem Führungskräfte‑Coaching profitieren Menschen in ganz unterschiedlichen Rollen und Situationen:
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Neue Führungskräfte, die ihre Rolle klären, Sicherheit gewinnen und von Anfang an wirksam führen möchten.
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Erfahrene Führungskräfte, die ihr Führungsverhalten reflektieren, weiterentwickeln oder an neue Rahmenbedingungen anpassen wollen.
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Führungskräfte in Veränderungsphasen, z. B. bei Reorganisationen, Wachstum, Konflikten im Team oder steigenden Leistungsanforderungen.
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High Potentials und Nachwuchsführungskräfte, die gezielt auf künftige Führungsaufgaben vorbereitet werden.
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Unternehmer:innen und Geschäftsführer:innen, die Sparringspartner auf Augenhöhe suchen, um strategische, persönliche oder organisationale Fragen zu klären.
Kurz gesagt: Coaching lohnt sich für alle Führungskräfte, die bereit sind, sich selbst zu hinterfragen, Verantwortung für ihr Handeln zu übernehmen und ihre Wirksamkeit nachhaltig zu steigern – unabhängig von Hierarchiestufe oder Branche.
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Die Kosten für ein Führungskräfte‑Coaching werden individuell vereinbart. Sie richten sich nach verschiedenen Faktoren, unter anderem:
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Umfang und Dauer des Coachings (z. B. Einzelstunden, Coaching‑Pakete, längerfristige Begleitung)
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Anlass und Zielsetzung
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Hierarchieebene und Rolle der Führungskraft
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Branche und organisatorischer Kontext
Aus diesem Grund erfolgt eine konkrete Preisnennung auf Nachfrage, nach einem ersten Klärungsgespräch. So ist sichergestellt, dass das Coaching sowohl inhaltlich als auch wirtschaftlich gut zum jeweiligen Bedarf passt.
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Das hängt vom Anliegen ab. Manche Themen lassen sich in wenigen Sitzungen klären, andere profitieren von einer längeren Begleitung über mehrere Monate.
Online‑Coaching ist grundsätzlich möglich, entfaltet seine volle Wirkung jedoch vor allem als Ergänzung zu einem bereits bestehenden persönlichen Kontakt.
Meine Erfahrung zeigt: Sinnvoll ist Online‑Coaching insbesondere dann, wenn man sich zuvor persönlich kennengelernt hat und bereits eine tragfähige Arbeitsbeziehung besteht. In diesem Fall kann es zwischen Präsenzterminen flexibel unterstützen – z. B. zur Reflexion, Standortbestimmung oder Vorbereitung konkreter Situationen.
Viele Führungs‑ und Persönlichkeitsthemen lassen sich jedoch deutlich wirksamer im Präsenz‑Setting bearbeiten. Die unmittelbare Begegnung ermöglicht mehr Tiefe, feinere Wahrnehmung, bessere Resonanz und einen intensiveren Arbeitsprozess – insbesondere bei emotional anspruchsvollen, konflikthaften oder identitätsrelevanten Themen.
Die Methodenwahl richtet sich immer nach Thema, Anlass und Zielsetzung des Coachings. Es gibt kein starres Vorgehen – entscheidend ist, was die Führungskraft im konkreten Moment wirklich weiterbringt.
Ich arbeite unter anderem:
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stark mit Visualisierungen, um komplexe Zusammenhänge, Rollen, Dynamiken oder Entscheidungsfelder sichtbar und greifbar zu machen
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mit erfahrungsorientierten Methoden, die neue Perspektiven ermöglichen und Erkenntnisse nicht nur kognitiv, sondern auch emotional verankern
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mit Reflexions‑ und Dialogformaten, die Klarheit schaffen und Selbstwirksamkeit stärken
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situationsabhängig mit systemischen, ressourcen‑ und lösungsorientierten Ansätzen
Im Kennenlerngespräch gebe ich gerne einen konkreten Einblick, mit welchen Methoden ich beim jeweiligen Anliegen arbeiten würde. So entsteht von Beginn an Transparenz – und ein Coaching‑Design, das wirklich passt.
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Ja. Vertraulichkeit ist eine grundlegende Voraussetzung für wirksames Coaching. Inhalte und persönliche Themen werden nicht weitergegeben.
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OTHER QUESTIONS YOU MIGHT HAVE
FAQs
