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Leadership Circle Profile™ (LCP) The Leadership Circle profile is unique for two reasons. First, we all know that great leadership is a complex mix of skills and inner beliefs. This is the first competency tool that assesses both the internal and external aspects of your leadership. Second, your result is much more than just a list of behavioral skills. It is processed into a meaningful system that makes human behavior and leadership development more understandable. It helps make sense of the interrelationships between the many different dimensions of your self-system that have been assessed. Your results are displayed in a large circular graphic, your profile. Its symbolism aims to help you understand yourself as a whole. Taken as a whole, you are a remarkably complex and integrated, holistic person. This is our starting point and this profile attempts to do justice to it. The profile is shown circular for another reason. The circle quickly shows how the different dimensions relate to each other. The interactions between dimensions are represented by their position within the circle. The levels of analysis The report has two levels of analysis: • Leadership skills orcreative competences • Inner beliefs - orreactive tendencies Each of the levels contains a significant amount of information about your leadership and your life. The Leadership Circle profile measures eighteen leadership competences . These competencies have been extensively researched and proven to be the most important leadership behaviors and skills. You will receive feedback on how you rate yourself in relation to these competencies. Your results are compared to the results of other managers on the same competencies. The second level of analysis relates to the inner beliefs . How we think, and especially ours h abits of thought determine our behavior to a large extent. Behavior patterns, both effective and ineffective, are controlled by habits of mind. This profile captures eleven internal beliefs that hinder effectiveness. Our experience working with hundreds of managers shows that both overused and underused skills can usually be traced back to beliefs that limit your development. Competency feedback compares your own assessments with how other managers assess their own thinking. There is no instrument that can measure the truth about you. Some things will seem accurate to you, others inaccurate. Your task is to gain fundamental insights that will positively influence your future development by intensively examining your profile and the associated report. Think of the Leadership Circle profile as a radar screen where you can discover the key strengths and weaknesses that need your attention at this point in your life. In executive and personal coaching, the LCP forms the basis for further coaching alongside your development plan. Der Geist des Führens Bob Anderson Founder, President & Chief Development Officer The Leadership Circle® Comparison of LCP and other 360° assessments Comparative work with other profiles Kurze Geschichte des LCP Bob Anderson Founder, President & Chief Development Officer The Leadership Circle®

Data Protection coachr group Privacy Policy coachrgroup places great importance on protecting your personal data and collects, processes, and uses your personal information exclusively in compliance with the principles of the Swiss Federal Data Protection Act (FADP / “DSG”), the European General Data Protection Regulation (GDPR / “EU-GDPR”), and in accordance with the principles described below. Responsible for the operation of the website www.coachrgroup.ch coachrgroup gmbh Dufourstrasse 49 4058 Basel, Switzerland This website is for informational purposes only and presents coachrgroup and its consulting services. When you visit our website, certain data about you may be collected and stored. The following sections explain this in more detail. 1. General Information 1.1 Personal data refers to all information relating to an identified or identifiable natural or legal person. Examples include your name, telephone number, postal address, and email address. 1.2 As a general rule, we do not collect, process, or use any personal data from you when you visit our website solely for informational purposes. 2. Web Analytics, Cookies, and Social Plugins 2.1 Cookies When you visit our website, we use so-called “cookies”. Cookies are small text files stored by your browser. Cookies do not contain information that could directly identify an individual user. You can disable the use of cookies in your browser settings or delete them automatically or manually. 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What is systemic solution-oriented Coaching? Systemic solution-focused coaching (SLC) is a coaching method that focuses on identifying and implementing solutions to current challenges and problems. The core idea of SLC is that clients already have the resources and skills to achieve their goals and that focusing on solutions rather than problems helps them move forward more effectively. Systemic solution-oriented coaching is based on targeted questions and conversations between the coach and the client. The coach helps the client define clear goals and then asks questions that guide the client's thinking toward solutions. These questions help identify resources, strengths, and successful strategies that the client already possesses or has used in the past. An important focus of SLC is setting concrete goals and action plans. Clients are encouraged to set realistic goals and develop steps to achieve those goals. This proactive approach drives implementation and progress. Systemic solution-oriented coaching can be applied in different areas of life, be it at work, in personal life or in a team context. It helps people strive for positive change and develop a solution-oriented mindset. In summary, systemic solution-focused coaching aims to help clients discover their own solutions, set clear goals, and plan concrete steps to achieve those goals. It promotes self-reflection, self-efficacy and the ability to act in order to make the desired changes possible. Systemic "Systemic" refers to the consideration of phenomena in their context and their interactions within a complex system. In this context, the meaning of individual parts is determined by their relationships and interactions with other parts and the overall system, thereby taking into account wholeness and dynamics. We look at the coach not just in isolation, but in his different social systems. Solution-oriented “Solution-oriented” refers to an approach where the focus is on identifying and implementing solutions to problems and challenges. Instead of focusing on analyzing problems, concrete steps are sought to achieve goals. Coaching Coaching includes structured conversations between coach and coachee on professional (or private) topics. The goals are the development of skills, self-reflection and conflict resolution. The coach acts as a neutral conversation partner and uses a variety of methods from personnel and management development.

Critical Thinking Joint solution finding with clients Questioning & challenging, further developing and consolidating existing ideas and experiences for a solution Analyzing the available resources of the customers (skills, experiences, employees, colleagues, etc.), organizing and developing them Use of methods/questions from classic coaching in combination with personal experience, specialist knowledge and proposed solutions Evaluate possible solutions on their suitability for customers and companies Monitoring project implementation Discussion of difficult situations during the implementation of the solution daily by phone, playing through situations Sparring Coaching View from outside As neutral outsiders, we can offer you a qualified outside view of your current challenge or appropriate solutions. Critical questioning This can be desired and helpful if you want a specific question or a serious decision to be critically assessed by someone who is not involved. Accompanied thinking through You have a plan, an idea or a change in mind and would like someone to go through the plan with you step by step.

Terms of Service coachr group 1. Scope These General Terms and Conditions (GTC) apply to all business activities of coachrgroup gmbh with its clients. They remain valid for the duration of the business relationship. By placing an order, the client accepts these terms as binding. Any deviations from these GTC must be agreed upon in writing in advance. 2. Duty of Cooperation of Clients (Coachee / Contracting Party) Coaching is based on the preparatory discussions held between the parties. It relies on cooperation and mutual trust. Coaching is a voluntary, active, and self-responsible process. The coach acts as a facilitator and supporter in decision-making and change processes – the actual change work is carried out by the client. Therefore, the client should be willing and open to engage with themselves and their situation. The same applies to consulting, other services, and training activities: the active cooperation of the contracting party is a prerequisite for success. 3. Scope of Engagement and Conditions The scope of services and detailed objectives are defined in a separate agreement. At the start of each process, coachrgroup clarifies, together with the contracting party (corporate client or representative), the client (coachee), and, if applicable, the client’s supervisor, the respective expectations for the coaching. Hourly and/or daily rates vary depending on the scope and type of coaching. For all assignments (workshops, seminars, lectures, and other services), coachrgroup provides a customized binding offer, including preparation and follow-up time. Invoices are usually issued at the end of the month or after the service has been provided and are payable within 15 days. Individual coaching sessions for private clients must be paid in cash or via Twint. Coaching packages and/or flat-rate offers are due within 20 days after the start of the coaching or package offer. All prices are quoted exclusive of VAT. 4. Expenses For sessions held more than 25 km outside Basel, Zurich, or Baden (depending on the consultant), travel time may be charged at an hourly rate of CHF 75. For train journeys, half-fare (1st class) tickets are charged; for car travel, additional costs are CHF 0.50 per km (round trip). All price indications can be individually agreed upon. 5. Cancellation Policy / Withdrawal Fees i) Coaching sessions: Cancellations are free of charge up to 24 hours before the scheduled appointment; for Monday sessions, cancellations must be made by Friday at 12:00 noon. After that, the full fee will be charged. ii) Workshops, seminars, lectures, other services: Up to 5 working days before the start of the assignment, coachrgroup will charge for the actual preparatory work including expenses (according to the agreed daily rate for execution). For cancellations less than 5 working days before the start, at least 50% of the quoted amount will be invoiced. After the assignment has begun, the full amount is due. 6. Confidentiality coachrgroup and its coaches commit to maintaining strict confidentiality about all business-related, professional, and private matters of clients/contracting parties that become known in the course of their work — even after the termination of the contract. coachrgroup is subject to a professional duty of confidentiality. However, this duty may be lifted if there is a recognizable risk of harm to self or others. In such a case, coachrgroup will contact an appropriate professional authority. 7. Copyright and Terms of Use Copyright for all materials, concepts, designs, and other documents created by coachrgroup within the scope of service provision remains with coachrgroup. All materials of any kind created or provided by coachrgroup in connection with an assignment may only be reproduced, published, or made publicly accessible with the express written consent of coachrgroup. In particular, they may not be used for similar services, revised, rewritten, modified, or otherwise adapted. 8. Liability The activities of coachrgroup constitute pure service activities. A specific result or success cannot be guaranteed and is not owed. Any liability is excluded. All participants are personally insured or insured through their employer. The sending or electronic transmission of data occurs at the risk of the client and/or contracting party. 9. Reference coachrgroup may use the contracting party as a reference. This also includes the right to publish the contracting party’s logo on the coachrgroup website. Insurance Coverage The organizer of team coaching sessions, seminars, workshops, etc., is always the contracting party. Neither participants nor coachees are insured through coachrgroup. Place of Jurisdiction The place of jurisdiction is Basel, Switzerland. Swiss law applies. Final Provisions Should individual provisions of the contract with the client, including these GTC, be or become invalid in whole or in part, the validity of the remaining provisions shall not be affected. The invalid provision shall be replaced by a regulation whose economic effect comes as close as possible to that of the invalid provision. Would you like me to make this translation more legally formal (for publication on your website or contracts) or slightly more reader-friendly (for use with clients who are not legal professionals)? I can adapt the tone accordingly.

Personal Coach - Sparring Coach - Consulting Coach In order to better define these terms and understand more precisely what they mean, we have included the comparison table below. The personal and executive coach as well as the sparring coach are exclusively process consultants, i.e. they do not give any advice or any hints. They are trained to use questions and other techniques that allow the customer to (re)gain access to their own resources and use them to find a solution for themselves. The consulting coach can also provide professional advice, share experiences and specialist knowledge. x

We like people and want to accompany and guide them, in order to find solutions to various challenges within them, to (re-)awaken and strengthen resources, to offer a hand for change and development, and to develop their potential sustainably. In doing so, we not only want to improve the possibilities of individuals in companies and institutions, but also contribute to a better functioning system, more efficiency, more satisfaction and, last but not least, improved business performance. Leadership Development Executive & Personal Coaching For whom & by whom coachr group is a coaching boutique based on systemic and solution-oriented principles for People in companies - from start-up to larger corporations For leadership issues, team issues, personal issues For sustainable personal development, development of potential, finding solutions to different challenges from People with own corporate and entrepreneurial experience from different company sizes and cultures People with different educational backgrounds and the same passion for coaching (Swiss) German, French, English in Basel, Baden, Zurich - online, on site, off site and digital Leadership Wirksamkeit reflektieren Executive & Personal Coaching Team Coaching Leadership Development Start-Up Coaching Sparring Coaching

Leadership Development Leadership Development accompanies people in leadership positions in order to be able to perform and improve their current and future leadership tasks within an organization. For leadership coaching or coaching of managers, you can find an overview of our offering here . Our leadership development offer is aimed at individuals or groups and usually includes 3 packages: Leadership assessment with the Leadership Circle Profile (LCP) Leadership Development Plan Leadership Care Plan Leadership Assessment Ein Assessment von Führungspersonen ist nicht zwingend notwendig, aber wir empfehlen es und benutzen dafür das Leadership Circle Profile™ (LCP) . Das LCP ist ein sog. 360° Assessment, was bedeutet, dass es sowohl die Eigen- als auch die Fremdeinschätzung der Person berücksichtigt. Damit hat die Testperson die Möglichkeit, das Eigenbild mit dem Fremdbild zu vergleichen und daraus Schlussfolgerungen zu ziehen. Das Leadership Circle Profile™ ist der erste Schritt, um bei einer Führungskraft das Bewusstsein für ihre Stärken und Entwicklungsbereiche zu schärfen. Es ist das umfassendste verfügbare Bewertungssystem von Führungsfähigkeit und Führungseffektivität, und das erste Kompetenzinstrument, mit dem sowohl die inneren als auch die äußeren Eigenschaften von Führungsfähigkeit gemessen werden können. Das LCP ist ein leistungsstarkes System zum Verständnis des menschlichen Verhaltens und der menschlichen Entwicklung und bietet einen beispiellosen Einblick in die Art und Weise, wie Führungskräfte führen – und zudem in Wachstumschancen. Weitere Details zum LCP findest Du hier . Ihr Angebot für Leadership Development Nehmen Sie mit uns Kontakt auf, damit wir Ihren Bedarf verstehen und Ihnen ein massgeschneiderten Vorschlag unterbreiten können. Leadership Development Plan Das Assessment mit dem LCP erlaubt im Anschluss einen individuellen und massgeschneiderten Entwicklungsplan, dessen Prioritäten von der Führungsperson selbst festgelegt werden können. Wir begleiten und coachen die Leadership Person während einem zeitlich festgelegten Rahmen und coachen sie punktuell zu gewählten Themen und/oder Herausforderungen. Dieser Prozess ist dokumentiert und kann bei Bedarf auch verlängert werden. Leadership Care Plan Oft möchten Führungspersonen auch nach Abschluss des Entwicklungsplans situativ ein Coaching in Anspruch nehmen. Dazu haben wir den Leadership Care Plan geschaffen, der jeweils für einen bestimmten Zeitplan in Anspruch genommen werden kann.

What exactly is Team Coaching? Motivated by a lack of a clear, uniform and validated definition of the term team coaching, Dr. Rebecca Jones ( 1 ) took up the question and examined it in a study. As a result, she suggests: Team -Coaching is a team-based learning and development activity in which the team is viewed as a system and is applied jointly to the entire team. The focus is on team performance and achieving a common team goal (or subgoal). Team learning is achieved through specific team coaching activities Enables self- and team reflection, facilitated by the team coach (or several) through the use of coaching techniques such as effective, reflective questioning, which strengthen reflexivity, build trusting relationships and improve communication. A team coach does not give advice or solutions to the team. Team coaching requires the coach to have advanced coaching skills such as considering multiple perspectives simultaneously and observing and interpreting dynamic interactions. It is typically delivered over a series of sessions rather than as a one-off intervention. (1) Jones, Rebecca J.; Napiersky, Uwe & Lyubovnikova, Joanne (2019). Conceptualizing the distinctiveness of team coaching. Journal of Managerial Psychology, 2, pp. 62–78.

Unterschiedliche Ausbildung, Erfahrungen aus unterschiedlichen Branchen und Unternehmen, aber gleiche Leidenschaft für's Coaching Our Team "I am convinced that we all have enormous creative power. In difficult life situations, our skills are often less available or even seem to have disappeared. New perspectives and behavior are required to face the current professional life situation. Let us broaden our perspective together and create new perspectives on existing challenges in order to develop alternative solutions." Certified systemic, solution-oriented Coach ZiS, Aarau NDS Culture & Event Manager, FH LU Kinesiologist, BIK Bern Management Diploma NKS, AKAD Baden Project Manager Live Communication, UBS AG , Zurich CEO/co-founder, Så pe Cosmetics, Lachen Head Marketing & Events CH&AT, vitra AG, Birsfelden Project Lead Salone di Mobil e di Milano, vitra AG, Birsfelden Market Manager Hospitality, vitra AG , Birsfelden Andrea Bruderer " The fate of all companies, everything that happens and is produced in them, is ultimately determined by people. After years in different corporate systems, I would like to deal with people first - in executive and personal coaching. Changes in the self are prerequisites for changes in any system." Certified systemic, solution-oriented C oach ZiS, Aarau LCP Practitioner, Leadership Circle Profile Europe BA, M BA, CEIBS , Zurich, CH Postgr Cert. Health Economics, University Ab erde en, UK Expert Life & Social Sciences, Innosuisse, Berne, CH CEO/co-fo and, iNNutriGEL , cerbomed, nivellmedical, RIBOnomix Head Strat & Ops Diagnostics & Delivery, SANOFI, Frankfurt, DE Head Program Mgt Diabetes Pumps, Roche, Basel, CH General Manager France, Disetronic/Roche, Paris, FR Christoph Bally " We live in challenging times. Changes challenge individuals and organizations. It gives me great pleasure to accompany people and organizations in their development. The moment when a challenge turns into new opportunities always fills me with deepest gratitude. " Certified systemic, solution-oriented Coach ZiS, Aarau LCP Practitioner, Leadership Circle Profile Europe Lic. iur. / Lawyer, University of Zurich Teacher , Ashtanga Vinyasa & Hatha Yoga - Meditation Head of Legal, Governance & QM, ext. GL, ZFV, Zurich VR : EKS, Engadin Kraftwerke AG, GGA West, Altstetten Head Legal & Risk, Secretary of the Board, Repower, Landquart Consultant & Manager, PWC, Zurich Manuela Lipp We are here for you: at our locations in Baden, Basel and Zurich On-site with you, Off-site, Digital Basel area in 4058 Basel Baden area in 5400 Baden Zurich area in 8004 Zurich mail to coachr group

Executive and Personal Coaching, Team Coaching, Sparring Coaching Leadership Development, The Leadership Circle Profile Personal topics Career and planning, (re)orientation New task, function Tailor-made outplacements Personal role, resources and Work style Personal preferences and abilities Personal challenges in relationships, families, children, separation and grief Overload, stress, problems, conflicts Decision Making, Difficult Decisions Health, balance, self-care, resilience Personal - onsite or offsite Digital / Online ( more on this ) Executive & Personal Coaching Leadership topics Personal leadership style, understanding of roles Leadership development (including Leadership Circle Profile™ ) Hierarchy and power Leadership concepts and leadership assessments Management tools Value-based business management Conflicts Goal setting and performance evaluation Delegation and feedback What is systemic solution-oriented coaching?

Online versus face-to-face Coaching In a rapidly changing world where many of our daily activities take place online, it has become crucial to adapt coaching processes to clients' needs. Managers who are looking for coaching in particular need tailor-made formats because they are very limited in terms of time. Online coaching has advantages and disadvantages as well as effects on the relationship between coach and coachee. A semester thesis from the University of St.Gallen[1] examines how suitable online coaching compares to face-to-face coaching for managers and how relationship building can be optimized in online coaching. Online coaching offers flexibility and time savings by eliminating the need to travel, which is advantageous for managers with limited time. It also enables asynchronous communication and creates anonymity, which is not possible in face-to-face coaching. However, online coaching lacks personal closeness, which can increase emotional distance. Misunderstandings and the need for technology knowledge are other disadvantages. Inexperienced coaches may have difficulty conducting online coaching effectively. Studies on the development of online coaching show that it has overtaken face-to-face coaching in some areas. The most popular formats are personal conversations and video conferences, with video conferences becoming increasingly important in online coaching. The most common topics in coaching for managers are reflection on the leadership role, conflict management and development of leadership skills. A study of online coaching among top executives found that participants rated the online experience positively. The relationship between coach and coachee was successful and the test subjects achieved a high level of self-reflection. This suggests that online executive coaching can be effective. C. R. Rogers' six basic conditions for relationship building can also be implemented in online coaching, although the relationship should be made more personal. Three recommendations were developed to improve relationship management in online coaching: the use of full-face and upper-body video conferences, the creation of a special coaching space for coachees and the personalization of the getting-to-know-you phase. In summary, online coaching for executives is a promising option that offers flexibility and efficiency. Relationship management is crucial and can be improved through targeted measures. The development of online coaching should continue to be monitored as it becomes increasingly established. [1] Bally L., Online Coaching - The usefulness of online coaching for managers and how relationship design changes in online coaching, University of St. Gallen, Psychology: Coaching and conversation management with Dr. Michael Peters, 2022 Online video conferencing Online coaching on the screen comes closest to face-to-face coaching and allows the coach to have largely the same perception. It also allows for a wide selection of targeted interventions. Via smartphone Video online coaching on a smartphone has the advantage that the customer is mobile and the face-to-face setting is largely maintained. Via telephone Coaching via telephone ensures high mobility and is therefore well suited for short feedback, especially if the relationship with the coach is already well established.