Dialogue & Coaching

Dialogue & Coaching

In practice people tend to differentiate between two forms of coaching: Business coaching as one-to-one consultancy, and mediation-based dispute settlement.

Business coaching as one-to-one consultancy:
This form of training has become the training design of choice for many of our clients in recent years. Many organisations currently consider one-to-one coaching to be the most efficient way to learn. In recent years the demands made of this procedure have risen.

At the same time we find differing approaches on the market, as current research proves (Möller & Hellebrandt, 2015, Wirtschaftspsychologie aktuell ). In Germany 20 coaching federations exist, which primarily use psychotherapeutical concepts as NLP or systemic family therapy. The use of these approaches with regard of consulting economy is at least questionnable.

In the USA and Great Britain we primarily find „Performance Coaching“. Hereby, aspects of performance improvement are focused and so this approach clearly can be differentiated from therapy. Denkwerkstatt uses this approach.

Our consultants work on the first three company levels. Management coaching incorporates psychological, managerial, systematic and economic approaches.
Working as a business coach requires previous management and project experience. Effective coaching reaches heads, hearts and hands.

Mediation-based dispute settlement
If teams appear to no longer be functioning properly, and destructive forces are gaining the upper hand, mediation is often the only solution.
In conflict consultancy for teams, the group dynamics should be examined to establish whether members can continue to collaborate and, if so, subject to which agreements, or if the team members need to be changed. In economic terms mediation is frequently more beneficial than simply adopting a “business as usual” approach or prematurely dissolving the group.
In our experience mediation can help two-thirds of teams to continue to work together constructively over the long term.