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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

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.

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®

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.