Tobias Jonas – professional reorientation

Initial situation:
Tobias had to face new challenges following a change of position and department within the company. However, he was unable to achieve the same results and performance as before, as he encountered both human and organizational resistance that initially seemed insurmountable.

Goal: I am more patient in conversation

Approach:

• Setting an anchor for direct relief
• Driver test to recognize the patterns
• Structural constellation to identify and remove the obstacles

Result:
After the coaching, Tobias, who was then working as a manager in a major international corporation, became the self-employed managing director of a boutique management consultancy specializing in digitalization, processes and corporate culture. With his extensive network, he supports companies in overcoming the challenges of digitalization and acts as a consultant.

IT Architecture Squad – Team Coaching

Initial situation:
A loosely connected team of IT architects – structurally distributed across several agile product squads – are expected to provide technical leadership to their development team without official authority. Too rarely do they contribute their own innovative ideas or question the product owner’s specifications critically enough. In these moments, they only advise on the status quo instead of running ahead with a vision.

Goal: Greater impact of the architects through a stronger leadership role

Approach:

• 2 days of horse-supported team coaching
• Practical knowledge input
• Development of concrete steps with the help of Liberating Structures

Result:
The workshop was not only fun, but also opened up new perspectives for the squad: The realization that a more active role is necessary provided an important stimulus. A new, shared aspiration for innovation was formulated and the team took away concrete homework for the coming months. Each individual gained insights into personal development areas and how these can be promoted. Together, the team developed actionable approaches, for example to improve feedback to stakeholders, and wrote a play as a “script” – a mission statement for their future behaviour and the desired impact on the organization and customers.

Stress & overload at work

Initial situation:
My coachee can’t cope with the pressure at work and would like to run away. My client feels left alone by the management and doesn’t dare to ask for help. There is a question of possibly changing jobs. But the fear is that he will take the issue with him to his new job.

Goal: I don’t let work get to me like this

Approach:

• Solution-oriented interview
• Belief work
• Brainlog to reduce the stress pattern

Result:
The interview revealed that a very early loss in childhood was the cause of the issue. This led on the one hand to the fear of being rejected when asking for help and on the other hand to increased worries about being abandoned. 

We were able to transform these obstructive beliefs into a more helpful conviction that enabled the client to actively ask the manager for support. The daily stress disappeared along with the excessive overburdening, which significantly improved sleep. New work assignments became feasible thanks to the learning by doing that was now possible.