LEADERSHIP

Grow the Human first. Leadership follows.

Coaching for top executives,
managing directors managers

The Challenge

At a time when the pressure on managers is constantly increasing, coaching is becoming an indispensable tool.

The demands are immense: decisions have to be made faster, teams have to be managed more efficiently and increasingly complex challenges have to be overcome.

At the same time, expectations of self-reflection, emotional intelligence and resilience are increasing . It’s no wonder that many managers are reaching their limits.

The Possibility

Coaching provides the essential space to pause, gain clarity, and develop fresh perspectives—empowering leaders to thrive as strong and authentic individuals in an increasingly demanding world.

Our offer specifically covers three areas: self-leadership, leading others and leading in change.

Get-To-Know

Which is the fastest way to find out how Coaching can support myself?

A Get-To-Know Coaching of 90 minutes!

Simply write to info@innersync.de!

We will contact you immediately.

Leading oneself
Leading others
Leading in change

Leading oneself

“At first I doubted whether coaching would really make a difference, but it has enabled me to use my strengths in a more targeted way and tackle challenges more strategically.”

Team leader in a municipal association

Typical questions

  • Values and Vision: What do I truly want? How do I want to live? What are my values? What is my personal life vision of a fulfilling life?
  • Goals priorities: How can I manage my time and priorities more effectively to achieve both professional and personal goals?
  • Dealing with pressure, stress and resilience: How can I improve my own resilience and stress management? How can I deal with pressure more calmly?
  • Inner Drivers and Blockages: How do I constructively deal with inner drivers, self-doubt, and internal blockages to stay in my power?

Coaching helps with these questions in the following ways:

  • Values and vision: Clarification of your own values and life vision through targeted self-reflection and discovery.
  • Goals & priorities: Support with effective time and priority planning to achieve personal and professional goals.
  • Dealing with pressure, stress and resilience: teaching techniques for coping with stress and improving resilience.
  • Inner drivers and blockages: Identifying and overcoming self-doubt and blockages through targeted coaching methods.

Leading others

“Through coaching, I have learned to better understand the dynamics and needs of my team. I can now resolve conflicts more effectively, motivate my team in a targeted way and give constructive feedback that really resonates. These skills have not only improved collaboration, but also raised the entire team to a new level of performance.”  

Head of an office

Typical questions

  • Team dynamics and team formation: How can we become a team and ensure that all members feel part of the team and work together effectively? How can I better understand and use the dynamics within my team to optimize collaboration?
  • Conflict management and difficult employees: How do I deal effectively with conflicts within the team without jeopardizing team cohesion? How can I deal with difficult or underperforming employees and constructively influence their behavior?
  • Team culture and motivation: How can I develop a positive team culture that promotes collaboration, commitment and motivation? How can I motivate my team, especially in times of change or challenges?
  • Feedback, delegation and personal reflection: How do I give constructive feedback that is both motivating and effective? How can I delegate tasks effectively while ensuring that the quality and results meet expectations? How can I recognize and control my own emotional triggers to avoid acting impulsively or rashly?

Coaching helps with these questions in the following ways:

  • Team dynamics and team formation: Support in analyzing and improving team dynamics to promote strong collaboration and team cohesion.
  • Conflict management and difficult employees: Teaching techniques for constructive conflict management and for dealing effectively with difficult or underperforming employees.
  • Team culture and motivation: Developing a positive team culture and using motivational techniques to inspire the team, especially in challenging times.
  • Feedback, delegation and personal reflection: Guidance on effective feedback and correct delegation of tasks as well as support in reflecting on one’s own emotional triggers for balanced leadership behavior.

Leading in change

“Coaching has helped me to manage the change process in my organization more clearly. It helped me to develop a convincing vision, communicate more effectively and keep my team motivated. The support in dealing with my own insecurities and resistance to change was particularly valuable. This help enabled me to lead authentically and purposefully, which ultimately led to successful change in the organization.”

Head of department in a municipal association in North Rhine-Westphalia

Typical questions

  • Vision and strategy: How do I develop a clear vision and strategy for change that inspires the entire team and aligns them towards a common goal? What steps are necessary to successfully implement the changes and what short-term and long-term measures should be taken?
  • Communication and motivation: How do I communicate the changes effectively to avoid misunderstandings and ensure employee commitment? How do I maintain the motivation and commitment of my team throughout the entire change process?
  • Resistance and adaptation: How do I deal with resistance to the changes and how can I convince or integrate skeptics? How can I adapt the organizational culture to the new circumstances and ensure that the changes are anchored in the long term?
  • Leadership skills, personal ambivalence and learning: Which leadership qualities and strategies are particularly important for successfully managing change and leading the team through uncertain times? How do I deal with my own ambivalences and uncertainties, especially when I myself have to help bring about change in the organization? How should I present myself to my team in order to remain authentic and supportive? How can I ensure that both myself and my team learn and develop from the transformation process?

Coaching helps with these questions in the following ways:

  • Vision and strategy: Support in developing a clear vision and strategy for change and in planning and implementing effective measures to ensure the success of the change.
  • Communication and motivation: Advice on how to communicate change effectively and maintain team motivation and commitment throughout the change process.
  • Resistance and adaptation: techniques for overcoming resistance, integrating skeptics and adapting the organizational culture to ensure that the changes are established in the long term.
  • Leadership skills, personal ambivalences and learning: promoting the relevant leadership qualities for managing change, support in dealing with one’s own uncertainties and ambivalences as well as help with authentic and supportive leadership. Care is also taken to ensure that both managers and teams learn from the transformation process and continue to develop.

in(ner)sync Partners

In collaboration with in(ner)sync, Linguistische Unternehmensberatung Mannheim and Diversity Company, we intentionally integrate language awareness and the latest research on diversity in teams into our leadership consulting. This cooperation enables us to comprehensively prepare leaders for the challenges and opportunities of a diverse working environment, providing them with practical strategies for inclusive and respectful communication.

  • in(ner)sync
  • Phone : +491728361961
  • Email : info@innersync.de
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