OUR COACHING PORTFOLIO

CHANGE MAKER

Sustainability competencies for future challenges

 
PEER COACHING. Peer sharing in collaboration

Peer coaching takes place when people collaborate; they share ideas and knowledge, solve problems and develop strategies. However, the newly gained knowledge remains hidden. Therefore, peer coaching provides a methodological framework that makes common insights transparent.

Peer coaching initiates sustainable learning within organisations and promotes cooperation. “Peer-to-peer” describes mutual support and knowledge transfer among likeminded colleagues (peers).

AIM

Peer Coaching conveys methods and advice that facilitate reflection, strengthen skills and promote mutual learning. Collegial advice is a method-based approach used to provide collegial and effective feedback on questions, topics and experiences by following a structured approach.

AGENDA

Peer coaching runs over a certain period of time according to the needs of the participants. An orientation workshop provides an overview about the course of a collegial advice undertaking. Practical coaching exercises help familiarize participants with the methods of a peer coaching. Participants can then decide if they want to establish a collegial peer group.

The peers begin with peer coaching and meet regularly. A final workshop then takes place in which the peers can reflect their experiences throughout the process.

ORIENTATION KICK-OFF

  • Thematic map, roles, responsibilities
  • Method of peer coaching
  • Decision-making about participation
  • Establishing peer groups

PEER COACHING

  • Collegial advice: method-based work on individual topics and questions
  • Thematic coaching sessions

CONCLUSION

  • Conclusion
  • Moderated feedback

 

LEARNING OUTCOMES

  • Common learning and mutual reflection with collegial support
  • Development of coaching and collegial advice skills
  • Practical knowledge transfer through work on real cases

 PEER COACHING to download

 
 
 
TEAM COACHING. Fostering synergies in cross-cultural teamwork

Multi-cultural teams can make major achievements in terms of knowledge and innovation, assuming an effective, trusting and open communication culture is established. However, effective collaboration in teams composed of people from diverse and varied cultural backgrounds, disciplines, mind­sets, working and thinking styles poses particular challenges when it comes to teamwork.

A team coaching establishes frameworks with which teams can reflect on themselves as well as their development processes. Method-based coaching settings support participants develop new forms of togetherness and future collaboration.

 

FIELDS OF APPLICATION

A team coaching applies, where

  • Highly diverse team members require special forms of cooperation
  • Tensions, conflicts or dysfunctionalities disrupt teamwork
  • An improved and more effective cooperation is desired
  • New team constellations or strategic changes require reflection

PROCESS

  1. ORIENTATION CONVERSATION
    Content, duration, frameworks
  2. COACHING CONTRACT
    Conclusion of contract
  3. COACHING
    Setting goals, coaching-sessions, developing strategies & solutions
  4. FEEDBACK & CONCLUSION
    Process reflection, feedback, conclusion

 

  •  TEAM COACHING to download
 
 
 
 
 
CONFLICT COACHING. From conflict to improved understanding

Conflict coaching is a kind of professional support for preventing, handling and coping with conflicts. Conflict coaching is thematically related to mediation, while mediation is rooted in a multistep and structured approach.

An important goal of conflict coaching is to keep conflicts discussable in an accepted manner. This aids in lowering the destructive dynamics of conflicts.

In an ideal case, the conflict can be resolved, in most of the cases negotiated compromises lead to clarification processes and improved understanding.

FIELDS OF APPLICATION

A conflicts coaching supports

  • The appeasement or settling of violations
  • The integration of conflict parties and or third parties
  • The clarification of needs and limitations
  • The awareness for compensation and reconciliation gestures
  • The development of structural changes
  • The handling of conflict developments
  • In some cases the recognition, that conflicts may be fundamentally irresolvable

 

PROCESS

  1. ORIENTATION CONVERSATION
    Content, duration, frameworks
  2. COACHING CONTRACT
    Conclusion of contract
  3. COACHING
    Setting goals, coaching-sessions, developing strategies & solutions
  4. FEEDBACK & CONCLUSION
    Process reflection, feedback, conclusion

 

 

  • CONFLICT COACHING to download
 
 
 
 

Dr. Christine Issa, Coach & Trainer

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