A key element in all aspects of coaching is the promotion of self-awareness and self-reflection. This includes both personal strengths and areas where there is a need for development. These are aspects that need to be assessed in the light of different leadership situations and contexts. In short: coaching aims at strengthening strategic self-awareness.

In concrete terms, a coach helps you to clarify your role, to sharpen your competences, to clearly define your focus, to consciously decide or to get an orientation for the next steps.

As a manager, you can rely on mindshift if you want to tackle for instance the following topics:

• Determining your current position and planning the next career steps
• Restoring your life balance while taking into account internal and external expectations
• Positioning in a new management function
• Going through a change process together with your team
• Dealing with uncertainty and continuous change
• Making and communicating difficult decisions in a challenging environment
• Further development of leadership effectiveness

Other techniques such as mentoring, bio-feedback, psychological counseling or personality questionnaires (e.g. HOGAN or BIP) can be used in the coaching process.

First and foremost, the main task of management is to organize cooperation in order to make the company successful. Whether they like it or not, managers act as role models for their employees. They are key designers of corporate culture and influence the motivation of employees. And because the demands and expectations placed on managers are constantly changing and becoming ever more complex, it is important to provide them appropriate support. For this reason, leadership development aims to develop skills and competence of junior as well as executive managers.

You can rely on the expertise of mindshift:

The particular strength of mindshift lies in its tailor-made and individually developed programs. Of course, at the same time considering the current issues and challenges of your company. Each solution has its own individual touch and therefore immediately a clear profile, high attractiveness, acceptance and above all a benefit for the employees and the company.

mindshift knows no boundaries. My network partners and I work with state-of-the-art methods, but we also rely on the effectiveness of proven methods. We design the program for you and are happy to co-create with you. We implement your program on a national and global level.

One of the most important prerequisites for your success is professional teams that work together in a motivated, reliable and flexible way. Teamwork makes the realization of complex projects possible..

Each team goes through different stages in terms of time and action with regard to its development. It is normal that certain start-up difficulties can occur. Even with well-established teams, it is worth challenging the team’s internal work processes in order to identify potential for improvement and generate an optimal work output. Team development is therefore an essential component in the formation of high-performance teams, which are characterized, among other things, by a high level of identification with the objectives, complementary competencies and characteristics, a continuous effort to optimize, a high willingness to learn and adapt, clarified roles and tasks and a high level of mindfulness and openness even to mistakes.

mindshift supports you as an executive and project manager in all current challenges, such as:

• Taking charge of a new team
• Team formation
• Consolidation of existing teams
• Integration of new employees
• Changes in key objectives and tasks
• Task and interface management between several teams
• Performance optimization
• Current team difficulties
• Collaboration in a multi-site and internationally working remote team

Depending on your needs, different methods can be used in the team development process, such as team analyses, interviews, psychological test procedures, team building, outdoor training, workshops or team coaching.

We live and work in a volatile, uncertain, complex, ambivalent world. Today more than ever, companies are required to be flexible and there is no standard blueprint for this.

Organizational development (OD) is the management of major cultural changes with the purposeful involvement of employees and knowledge carriers. It provides a structured process for gaining deeper insights and knowledge increase. The goal of OD is always to bring about changes in behavior and attitudes that lead to increased organizational effectiveness.

Use mindshift as a process consultant, coach and implementation expert to jointly develop the solution for your concrete changes, e.g.

• if you want to develop and establish mission statements and values that will serve as guidelines for future desired behavior
• involve your workforce in a decision-making process as part of a large group moderation in order to strengthen the acceptance of an upcoming change
• want to revise the existing incentive or decision-making system in order to strengthen the will to cooperate within the company
• establish global functional communities to be become more agile and innovative in reacting to customer requirements
• restructure corporate divisions or individual departments
• establish an open feedback culture to strengthen the satisfaction and motivation of your employees

A variety of methods and techniques can be used here. Common formats are e.g. survey feedback, cultural analysis, interactive conference methods, workshops, strategy development and large group moderation (Open Space, World Café).

As a whole, personnel diagnostics aims to describe and assess the competencies of employees. The possible applications are very diverse: personnel selection, executive feedback, employee surveys, coaching, career and succession planning, management audits, individual assessments, potential analysis, personality profiling, etc.

The typical assessment dimensions are performance (e.g. intelligence, concentration or diligence), personal, social and methodical competencies, subject-specific characteristics, but also motivational factors, and personality. Common methods in personnel diagnostics are psychometric test procedures, behavioral observations, situational problem-solving tasks, biographical questionnaires, and structured interviews. These methods are often used in combination, for example in an assessment center or in management audits.

The choices and areas of application are large. In addition, the market for diagnostic tools and providers seems to be unmanageable. Not all methods are scientifically validated. And not everything that requires a costly license is necessarily good.

Contact mindshift if you:

• want a psychologically sound, independent consultation
• want to recognize people and support them in their development
• need hands-on training and facilitation for diagnostic procedures
• give competent and appreciative feedback to the candidates based on the test results

When selecting and recommending diagnostic tools, I follow the German scientific standards: DIN 33430 (“Requirements for procedures and their use in occupational aptitude assessments”), which is similar to ISO 10667-1:2011 (en) and whenever possible the positive assessment of the Diagnostic and Test Board (DTK) of the Federation of German Psychological Associations (BDP, DGPs).