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 Unsere Partner 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

Start-Up Coaching Führung, Organisation und Geschäftsentwicklung zusammen denken Within company or corporate systems, t he Start-Up is special system for various reasons: High complexity of the roles As a founder, you are a specialist - scientist, technologist, creative, etc. - and are now suddenly a company founder, (co-)owner, manager, in addition to a specialist High level of involvement in the project You and your co-founders or colleagues are committed to your project with great dedication, you put your heart and soul into it, it is your “baby” High pressure Time is short, capital is limited, burn rate is fixed, so are the milestones, every lost day is like "money out the window" High risk To start the business, you may have given up your (well-)paid job, brought in your savings, "family & friends" invested, went into debt, in short: there is a lot at stake Founding and building a start-up is a great adventure and the points listed can push everyone involved to their limits. There are loud discussions and there are always several solutions. there are tensions, also separations and dissolutions. Coaching can be short, targeted, solution-oriented and effective, and can literally “pay off”. From our team, Christoph is the specialist for Start-Ups. He has run 5 start-ups himself, co-founding some of them, and knows all facets of everyday start-up life. He has experienced - in his own or other - start-ups sad separations, project tasks, arguments, devaluations - and has personally experienced how effective coaching can be in finding solutions and/or being proactive and in "good ones times" to prepare for possible areas of tension. Christoph cited as an Expert for Innosuisse , the Swiss Innovation Agency, for 3 years (>100 company evaluations) and is an Accredited Innosuisse Start-Up Coach . We can offer you the following: Start-Up Executive & Personal Coaching Classic systemic, solution-oriented 1:1 coaching for founders, management, key people. For larger or smaller subjects , challenges, problems for which we help you to efficiently find an effective and sustainable solution that also takes the ecology of the start-up into account. Preferred and initially certainly in the face-2-face setting, due to urgency or practicality also possible online, on-site, off-site, whichever suits better. Start-Up Leadership Assessment & Development Maybe you're new to the leadership role, or you think leadership isn't your thing. Or you find it difficult or don't succeed as you wanted. For this we use 1:1 leadership coaching for all leadership-relevant subjects to find specific solutions. We are also certified to do a very effective leadership assessment with the Leadership Circle Profile. This very complete and effective 360° Leadership Assessment tool allows for a great "layout" and is an extremely suitable means of further developing your leadership effectiveness. You can find out more about thishere . Start-Up Management: Team Coaching & Management Charta Certain questions and topics are typical team topics, some specifically for the management team. This is, for example, the question of how you want to function as a management team or as a board of directors, i.e. how and how often do you communicate on which topics, how are decisions made, what happens in the event of disagreement, how do you escalate and when, etc. The "Management Charter" workshop is a good way to find solutions - ideally early and preventatively - and to clarify questions or situations in advance. Start-Up Business & Finance Plan - Coaching The Business and Finance Plan is not only the blueprint for the strategic positioning and direction of your start-up, but also the last hurdle for convincing potential investors. Present complex technical and/or scientific content in an understandable way, identify the advantages and benefits of the product, provide a qualitative and quantitative view of the market, show a promising strategy and, last but not least, convince that the right people with the right skills are needed to implement all of this are on board - it's all a challenge. The financial plan should provide a glimpse into a partly uncertain future and of course the numbers will never be completely right, especially if there is a disruptive technology for which there is no data for acceptance. Here it is important to make a number of considered assumptions, to build in probabilities, and thus to create explainable and reliable projections. Sensitivity analyzes also help to establish different scenarios and to understand which are the critical adjustment screws. We can support you in all of this and broaden your perspective with an outside perspective. Start-Up Pitch, Financing, Investors - Coaching If you are invited to pitch, then you have already aroused interest. Now it's time to extract and present the core statements in the given time and consolidate the interest of your investors. You also want to stand out from other pitches and make the pitch that investors will remember best. You can practice both, and we can accompany and advise you on both. Not just in terms of content, but also in your attitude and composure. Start-Up Sparring Partner Vielleicht hast Du bereits alles erstellt und bist an sich mit Deinen Plänen, Präsentationen und Pitches zufrieden. Du möchtest aber einen Blick von aussen, vielleicht jemanden, der das kritisch betrachtet, einen advocatus diaboli, oder einfach jemanden, der kritisch hinterfragt, um sicher zu stellen, dass Du an alles gedacht hast. Wir haben einige Start-Ups selbst gegründet, aufgebaut und geleitet, Pläne geschrieben und Pitches gemacht; und wir haben zahlreiche Start-Up Bewerbungen evaluiert, Pitches erlebt und kennen das Thema damit von beiden Seiten. Kontaktiere uns für einen ersten unverbindlichen Austausch, um herauszufinden, was Du wann und in welcher Qualität brauchst. Akkreditiertes Innosuisse Start-up Coaching Christoph Bally ist akkreditierter Innosuisse Start-up Coach für Initial, Core und Special Coaching. Zuvor war er während vier Jahren als Innosuisse-Experte tätig und hat in dieser Funktion mehr als 100 Start-ups beurteilt. Darüberhinaus hat er >15 Jahre fünf Start-Ups als CEO geleitet, zwei davon mitgegründet, und in diesen jähren viele Facetten des Start-Up Alltags kennengelernt. Im Rahmen von Innosuisse begleitet er innovationsgetriebene Start-ups unter anderem bei Markt, Strategie, Geschäftsmodell, Organisation, Finanzierung und Investor Readiness.Start-up Coaching ausserhalb der Innosuisse-Programme kann direkt mit coachr group vereinbart werden.

Team Coaching Team Topics A team is not effective simply because it consists of competent individuals. Unclear roles, differing expectations, unspoken tensions or unresolved decision-making processes can significantly hinder collaboration — particularly during periods of growth, change or intense performance pressure. coachrgroup supports executive teams, leadership teams, founding teams, project teams and cross-functional teams in reflecting on and deliberately developing the way they work together. We look beyond individual conflicts or behaviours to consider roles, relationships, structures and the wider organisational context. What exactly is Team Coaching? Strengthening collaboration, clarifying roles and building collective effectiveness When does Team Coaching make sense? Roles are unclear Tasks, responsibilities and decision-making authority are not clearly defined or are interpreted differently across the team. Collaboration takes too much energy Alignment takes too long, information does not flow effectively, or the same tensions keep resurfacing. Conflict is avoided Differences are not addressed openly, but postponed, personalised or played out indirectly. The team is changing A new leader or team member joins, responsibilities shift, or the team needs to realign. Growth requires greater professionalisation What worked informally in a small organisation is no longer sufficient for the next stage of development. Collective leadership is lacking Members of the executive team lead their own areas effectively, but do not yet act as a unified leadership team across the organisation. Moderation We moderate various meetings, team events and workshops for you. Workshops We have ready-made workshops on offer and can prepare tailor-made workshops on current topics in your company upon prior arrangement. Conflict resolution Tensions or conflicts disrupt the company culture and at the same time they always offer the opportunity to learn more about each other and yourself. After careful clarification of the order, we will present you with targeted workshops or sessions.

Ein unabhängiges Gegenüber für anspruchsvolle Entscheidungen Unternehmerinnen und Unternehmer, CEOs, Gründer sowie Führungspersonen müssen Entscheidungen häufig unter Unsicherheit und mit weitreichenden Konsequenzen treffen. Gleichzeitig fehlt ihnen oft ein Gegenüber, das weder Teil der Hierarchie noch von internen Interessen abhängig ist. Im Sparring verbinden wir Fragen und Reflexion mit eigener Erfahrung, Arbeitshypothesen, Einschätzungen und klarer Rückmeldung. Wir denken mit, hinterfragen Annahmen und prüfen gemeinsam, ob eine Idee, Entscheidung oder Vorgehensweise auch unter realen Bedingungen trägt. 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 Sparring Gespräch vereinbaren 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.

What exactly is Team Coaching? Team Coaching, Workshop or Moderation? Different needs require different ways of working Not every team issue requires team coaching Sometimes the objective is clear and structured facilitation is sufficient. In other situations, a workshop, expert input or targeted conflict resolution may be more appropriate. Team coaching is particularly useful when the issue concerns not only a specific task or topic, but also the way the team works together. Before starting, coachrgroup therefore clarifies which way of working best fits the actual situation. Team Coaching In team coaching, the team works on the way it collaborates. Typical areas of focus include: recurring communication and behavioural patterns roles and relationships trust and the ability to address conflict decision-making and accountability collective leadership impact dealing with tensions and change The coach supports the team in recognising patterns, exploring different perspectives and developing its own sustainable solutions. Moderation In a moderated or facilitated process, the desired outcome is usually already defined. The facilitator structures the process, ensures appropriate participation, keeps time and objectives in view, and supports the group in reaching clear and transparent results. Typical formats include: strategy or planning days decision-making workshops leadership off-sites retrospectives workshops involving different stakeholder groups The way the team collaborates may become visible during the process, but it is not necessarily the central focus. Workshop A workshop combines collaborative work with expert input, reflection and the development of concrete outcomes. Possible topics include: roles and responsibilities leadership principles feedback communication collaboration change a management charter A workshop may include selected elements of training, facilitation and team coaching. Before starting, we clarify which combination best serves the objective. Conflict Resolution Conflict resolution focuses on a specific tension or a strained working relationship. The aim is not to create superficial harmony. We first make the different perspectives, interests, expectations and possible injuries visible. On this basis, the participants can clarify responsibilities and boundaries and develop workable agreements. Where a conflict involves serious employment-law, psychological or personal issues, we carefully assess whether coaching is the appropriate approach or whether additional specialists should be involved. What best fits your situation? You do not need to determine the right format before the initial conversation. Together, we clarify: What has prompted the request? What should be different after working together? Who is involved? Is the main issue a specific task, or the way people work together? Is a single session sufficient, or is a longer process required? Passendes Format mit uns kären 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 activitiesEnables 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.

coachr group works with entrepreneurs, executive teams, leaders, founding teams and key people when leadership, collaboration or organizational change become challenging. We operate at the intersection of personal development, leadership and organizational effectiveness. Depending on the context, we combine coaching, leadership development, team and organizational development, and executive sparring. Our approach is grounded not only in professional qualifications, but also in first-hand experience as leaders, entrepreneurs, advisers and organizational decision-makers. Our aim is therefore not only to strengthen individual capabilities, but also to help organizations function more effectively — improving collaboration, efficiency, satisfaction and sustainable business performance. Discuss your need with us We develop organizational effectiveness . through coaching for leaders and key people within organisations through leadership development that connects mindset, behaviour and real-world leadership practice Where we can assist you For whom & by whom Executive & Personal Coaching Team Coaching Leadership Development Start-Up Coaching Sparring Coaching For entrepreneurs, executive team members, leaders and key individuals who want to reflect on and further develop their role, decision-making and impact. Typical topics include leading under pressure, role transitions, conflict, difficult decisions, self-leadership and personal reorientation. For executive teams, leadership teams and organisations where roles, responsibilities, collaboration or decision-making processes are no longer working effectively. We make recurring patterns visible, clarify expectations and develop concrete agreements for collaboration, leadership and implementation. For leaders, teams and organisations that want leadership development to make a tangible difference in everyday practice. We combine coaching, assessments, workshops, development programmes and leadership retreats with a clear focus on applying learning in day-to-day leadership. For founders, management teams and growing start-ups navigating the intersection of leadership, organisation, strategy, financing and market development. Depending on the situation, we act as coaches, mentors, sparring partners or advisers, with each role clearly agreed from the outset. For CEOs, entrepreneurs, founders and senior leaders looking for an independent, experienced and critically minded sparring partner. Alongside questions and reflection, we bring our own experience, working hypotheses, informed judgement and candid feedback to the conversation. Person - Team - Organization - Leadership Person We work with perception, mindset, personal patterns, inner resources and decision-making. The central question is what a person needs to assume responsibility with awareness, clarity and credibility. Organization We incorporate structures, decision-making processes, stakeholders, governance and culture into our work. This ensures that development goes beyond the individual and is connected to the organisation’s wider context and objectives. Team We explore how roles, relationships and recurring interaction patterns influence the way people work together. Together, we clarify expectations, work through tensions and establish effective, sustainable forms of collaboration. Führung We explore a leader’s role, behaviour and impact. Our work may focus on decision-making, communication, delegation, conflict, responsibility, and leading under pressure and uncertainty. How we create Organizational Impact Leadership culture is not shaped primarily by mission statements, programmes or appeals. It is shaped by what people actually experience in their day-to-day work. Mindset shapes behaviour. Behaviour creates experiences for employees, colleagues and other stakeholders. When these experiences are repeated, they become expectations, patterns and, ultimately, culture. That is why our work goes beyond insight and intention. We translate reflection into concrete behaviour — in meetings, decisions, conflicts, conversations and situations under pressure. Our aim is change that can be felt and observed in everyday work. Why coachr group? The partners at coachr group combine professional expertise in coaching, leadership and organisational development with first-hand experience in leadership, entrepreneurship, start-ups, law, governance, large corporations, SMEs and organizational change. This enables us to consider personal, interpersonal, entrepreneurial and organisational dimensions together. We understand not only the reflective side of leadership, but also responsibility, decision-making under pressure, commercial realities and the dynamics of organizational systems. Depending on the assignment, we work individually, in tandem or bring together different perspectives from within coachr group. What matters is choosing the setting that best serves the specific challenge and the organization. Complex leadership and organisational challenges benefit from different backgrounds, experiences and perspectives. coachr group is therefore not a loose network of individual coaches. We are united by a shared professional approach, clear quality standards and the ambition to connect personal development with organisational impact. Our work is based on rigorous professional training, careful contracting and clarification of the assignment, strict confidentiality, and a clear distinction between coaching, sparring, facilitation and consulting.

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. Ich möchte eine Besprechung zum LCP 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®

Leadership Development Führungswirkung verstehen. Entwicklung fokussieren und im Alltag verankern. 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 Führungswirkung sichtbar machen Am Anfang steht eine fundierte Standortbestimmung. Diese kann durch Gespräche, Selbstreflexion, Feedback oder das Leadership Circle Profile erfolgen. Das Leadership Circle Profile verbindet Selbst- und Fremdbild in einem 360°-Assessment. Es macht kreative Führungskompetenzen, reaktive Tendenzen sowie mögliche Entwicklungsfelder sichtbar. Das Assessment ist keine abschliessende Bewertung, sondern die Grundlage für Reflexion und gezielte Entwicklung. 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 Entwicklung gezielt ausrichten Aus den Erkenntnissen werden wenige, für die aktuelle Rolle relevante Entwicklungsfelder ausgewählt. Gemeinsam formulieren wir einen persönlichen Leadership Development Plan: mit konkreten Zielen, beobachtbaren Verhaltensänderungen und Situationen, in denen das neue Verhalten erprobt werden kann. Die Umsetzung wird im Coaching begleitet und regelmässig reflektiert. Transfer & Weiterentwicklung Veränderung im Alltag verankern Führungsentwicklung endet nicht mit einem Assessment oder Entwicklungsplan. Neues Verhalten muss in realen Situationen erprobt, reflektiert und weiterentwickelt werden. Dafür vereinbaren wir je nach Bedarf Follow-up-Gespräche, punktuelle Coachings oder eine längerfristige Begleitung. So können aktuelle Herausforderungen bearbeitet und die nächsten Entwicklungsschritte laufend angepasst werden.

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

Executive and Personal Coaching, Team Coaching, Sparring Coaching Leadership Development, The Leadership Circle Profile Executive & Personal Coaching For leaders, entrepreneurs and key individuals navigating demanding professional and personal situations. Professional responsibility always involves the person who carries it. Leaders, entrepreneurs, founders and key individuals often find themselves navigating high expectations, conflicting interests and demanding personal standards. Decisions, conflicts and periods of change cannot always be neatly separated into what is “professional” and what is “personal”. Coaching provides a confidential space to make sense of complex situations, gain a deeper understanding of personal patterns and needs, and develop new ways forward. coachr group works systemically and solution-focused, taking into account the individual’s personal situation as well as their role, relationships and organisational context. 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 ) 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.

What is systemic solution-oriented Coaching? Systemic Solution-Focused Coaching (SLC) is a coaching approach that focuses on identifying and implementing solutions to current challenges and problems. Systemic solution-focused coaching does not consider a leader in isolation. Decisions, behaviour and conflicts arise within a context of roles, relationships, expectations, rules, power dynamics, experience and organisational patterns. Anyone seeking sustainable change therefore needs to understand both their own perspective and the interactions within the wider system. Working in a solution-focused way does not mean ignoring problems. It means understanding them to the extent necessary to enable meaningful and sustainable change — and then focusing purposefully on resources, possible courses of action and concrete next steps. Systemic “Systemic” refers to understanding phenomena within their wider context and the interactions that take place within a complex system. A leader can change their own behaviour. However, they cannot act independently of their environment. We therefore ask questions such as: Which roles and expectations are influencing the situation? Who is directly involved or indirectly affected? What interests and dependencies are at play? Which behavioural patterns keep recurring? What is maintaining the current situation? What impact does the person’s own behaviour have on others? Which changes would the system support or resist? A systemic perspective broadens the view. What initially appears to be a personal deficit may, for example, turn out to be an unclear role, a contradictory mandate or an unresolved governance issue. Solution-oriented “Solution-focused” refers to an approach that concentrates on identifying and implementing solutions to current problems and challenges. A solution-focused perspective looks not only at causes, but also at the change the person wants to achieve. Typical questions include: What should happen instead? How would you recognise a concrete improvement? What is already working, at least to some extent? When is the problem less pronounced? Which resources or past experiences could be used? What would be a small but meaningful next step? Who would be the first to notice the change? This turns a general intention such as “I want to become a better leader” into a clear and observable direction for development. Coaching "Coaching" consists of structured conversations between a coach and a coachee, or client, on professional and, where relevant, personal topics. Its aims include developing competencies, strengthening self-reflection and resolving conflicts. The coach does not make decisions on the client’s behalf. Instead, the coach structures the reflection process, asks questions, mirrors observations and supports the client in exploring different perspectives and possible courses of action. Responsibility for goals, decisions and implementation remains with the client. This principle is particularly important when working with leaders: coaching should not replace their decision-making capacity, but strengthen it.