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Coaching as effective “Support for Self-Help and Development”

Five main aspects mark Jens Schadendorf’s coaching approach. Their relevance can best be described through distinct questions. Specifically, he supports:

1) Reflecting on the methods and rationale behind my actions:
“How can I better understand what happens and what may happen in the future: At the company, in my function, in my life? In what direction can and should my company, my department, my responsibilities progress? What is my driving force, what are my options and my desire for development? What culture, what values and goals does my company follow – which do I follow? Do I perceive what I do in my job and private life as meaningful?”

2) Thinking about the nature of my daily routine:
“How do I handle power and responsibility, conflicts and compromises, competition and cooperation, insecurities and fears, learning and change, external expectations and my own ambitions, with rational performance requirements and emotional needs? How does the cultural setting in my professional environment meet all these aspects? Do I have the power to influence the status quo and make a difference? What is the potential of occurring events: for me, my area of responsibility, for the company? To what extent am I exposed to threats: in my function, in my career, as a person?”

3) Realizing that thought patterns regarding leadership, career and life that used to be valid and working are now turning obsolete and may be substituted by new approaches and tools.
“What used to work, what doesn’t work anymore, and why? What are potential alternatives?”

4) Developing fresh perspectives and practicing new methods of perception, thinking, and acting with regards to daily routines in professional and private life: “What (new) self-analyzing and self-management tools, what (new) leadership, communication and management tools are useful for me, how do they make an impact, how do I use them, what do I have to take into consideration?”

5) Internalizing useful learning, change and adaptation processes: “How can I ensure that the desired change within the company, my team, and myself – as an executive, as a person – will not just stick for a few weeks, but constitute a lasting impact?”

These five aspects are characteristic for SCHADENDORF.BBC’s coaching approach. According to that approach, our coaching philosophy follows the principle of “Support for Self-help and Development” – whereas the support is aimed at the individual being coached directly, as well as the closer environment in which he works and takes responsibility. It aims at the individual as well as the group, the team, the company, and the company’s environment. It supports and recognizes the individual in his unique personal history and his specific (learning) needs in his professional and personal life.