Our Science Board

Prof. Dr. Thomas Fritz
Prof. Dr. Thomas Fritz
Professor of economics, specialised in organisation design and people development. Prof. Dr. Fritz has been the Head of People at McKinsey for many years, focusing on management development, performance management, employer branding and behavioural psychology.
Prof. Dr. Thomas Kretschmar
Prof. Dr. Thomas Kretschmar
Professor of business administration and director of an institute for psycho dynamic science and coaching. Thomas was formerly the managing partner of a leading consulting company and now a a senior coach with accreditations from the DCV, DBVC and ISPSO.
Christina Boesenberg
Christina Boesenberg
As executive coach and leader for agile transformation, Christina focuses on new work, digitalisation and leadership. Christina is an executive in top technology companies and one of the best-known designers of digital transformation and human-centered organisational design.
Lars Maydell
Lars Maydell
More than 20 years of experience as a consultant and executive coach, working with business owners, senior partners and start-up entrepreneurs. After working at Arthur D. Little, Lars spent almost 8 years at Egon Zehnder International and is an expert in leadership development.
Prof. Dr. Carsten Schermuly
Prof. Dr. Carsten Schermuly
Award-winning Vice President for Research and Transfer at the SRH University of Applied Sciences Berlin, a graduate psychologist, trainer, organizational consultant and scientific adviser. His research focuses on the consequences of diversity in work teams, the psychological perspective on New Work and the effectiveness of coaching.
coaching approach

Step by step to becoming an
inspiring leader

Business coaching is a customised one-to-one experience focused on growth, goals and learning. Coaches guide coachees through the three phases essential for sustainable development.

Goals

Goals

The initial phase of the coaching process focuses on gaining clarity of individual goals, growth potential, awareness of personal strengths and values. Completing an initial self-assessment will clarify a coachee’s current status before moving on to the digital kick-off session.

Growth

Growth

Following the kick-off, coachees participate in bi-weekly, 45-minute sessions with their coach. During the sessions progress made on goals and focus areas is discussed as well as addressing and working through current challenges and possible setbacks. To reinforce the sessions, coaches recommend micro-learning activities to develop skills worked on and to consolidate new behaviours.

Reflection

Reflection

At regular intervals you will be encouraged by your coach to reflect on your current situation. Supported by automated analysis and statistics, your development and goal progression will be reviewed together with your coach.

coaching model

Holistic Coaching
Framework

Together with our science board, we have developed a holistic business coaching approach focused on the two key facets of successful leadership in the digital age. Decades of scientific research prove that personal growth has a significant impact on leadership and corporate success. Only those who grow continuously as individuals can effectively inspire others.

Grow as a Person

Balance
Strengthen your resilience, focus only on the essentials and regulate emotions.
Presence
Learn how to live in the present moment, be grounded, mindful and kind to yourself.
Purpose
Find meaning in your work, discover your strengths and what is truly important to you.
Framework Image

Inspire as a Leader

Performance
Set clear goals, motivate teams, find solutions to complex problems.
Empowerment
Empower individuals to independently find solutions to complex problems, whilst promoting cooperation.
Communication
Communicate openly and clearly, address critical points and provide constructive feedback.

Focus areas at a glance

Our clients come with a wide variety of goals and challenges. Using our holistic coaching framework, we have identified key focus areas and topics that can be the subject or the goal of coaching.

Grow as a Person

balance
balance

Strengthen resilience, focus on the essentials and regulate emotions.

Resilience means the ability to act and persevere even in stressful situations, processing stress positively.

Time management points to the ability to balance tasks in life, concentrate on specific areas and set priorities.

Emotional ​regulation means the extent to which a person consciously reflects and controls their own emotional state.

presence
presence

Learn to live in the present moment, be grounded, mindful and kind.

Authenticity represents the ability to be aware of one’s true nature and to interact with others accordingly.

Centered is the ability to bring the internal parts into an overall balanced structure and to produce a powerful external effect.

Mindfulness is the ability to consciously perceive oneself and one’s environment, being both physically and mentally in the present moment.

purpose
purpose

Find meaning in life and actions, discover strengths and what is truly important.

Visionary ability encompasses the capacity to find meaning in one’s own activity and always keep that in mind.

Growth mentality characterises the extent to which a person is motivated to further their own professional development.

Values denote acting accordingly to one’s inner way of thinking and perceiving moral situations.

Inspire as a Leader

performance
performance

Set clear goals, motivate and inspire your team, find solutions to complex problems and make decisions.

Goals inspire employees to perform at their best.

Motivation involves communicating the company’s vision to team members and fostering a shared sense of purpose.

Problem solving is the ability to provide solutions to complex challenges and making relevant decisions.

empowerment
empowerment

Develop and value your team by trusting and giving responsibility as well as promoting cooperation among each other.

Delegation reflects the extent to which a person empowers team members to independently find solutions to complex problems.

Appreciation charaterises the attitude of a person towards others and is characterised by complete trust, recognition and affinity.

Collaboration captures the ability to support team members in working together in an interdisciplinary manner, sharing knowledge and involving stakeholders.

communication
communication

Communicate openly and clearly, addressing critical points and providing continuous, constructive feedback.

Communication means the ability to maintain the flow of information, while learning how to shift between literal communication and the meta-level of communicating.

Feedback refers to the ability of team members to give respectful, action-oriented feedback and to proactively seek feedback about themselves.

Conflict management points to a person’s ability to deal with disputes with others, diplomatically and constructively.

Your employees will be thrilled
with their coach

Using AI technology, we quickly identify the ideal coach for each employee.​ The matching process is based on expertise​, immediate business needs, and the requirements of the position, department and industry. We guarantee complete satisfaction for all employees and if any user is unsatisfied for any reason then we will immediately find a suitable alternative coach.