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Organisations

Career development does not arise solely from individual performance or motivation. It evolves through the interplay between the individual, their role, the team, leadership and the structural conditions under which people work. Women in particular often face additional challenges in their career development – for example, due to implicit role expectations, unequal visibility, work-life balance issues, or organisational cultures that favour certain career paths whilst making others more difficult.

Coaching and workshops offer organisations the opportunity to provide targeted support to employees and managers during career transitions, development phases and in complex work contexts. In doing so, I combine strength-based coaching approaches, insights from positive psychology and systemic thinking: individual development is always considered within the context of organisational dynamics – with a focus on self-efficacy, well-being at work and sustainable performance.

The aim is to shape development in such a way that employees and managers can work effectively, healthily and sustainably in their roles – and that organisations consciously develop and retain talent.

For organisations that provide targeted support to women at key stages of their careers.

One-to-one coaching for employees

Personalised support during career transitions, when facing decisions, or when taking on new responsibilities – particularly in the early stages of a career or leadership role.

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Business coaching for managers

Coaching for new and experienced managers on specific leadership issues, during periods of career change or for the conscious development of their own understanding of leadership.

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Workshops & group formats

Structured formats for reflection, discussion and skills development – on topics such as leadership, collaboration, wellbeing and diversity in an organisational context.

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Individual coaching for employees

Individual coaching supports employees during periods of professional change, in decision-making processes, or when taking on new responsibilities. The early stages of a career and leadership roles in particular are often associated with uncertainty, high expectations, and the question of how one’s own role can be shaped in a way that is both effective and authentic.

In coaching, we consider personal resources, professional role, motivation and values, as well as the organisational context in which development takes place. A strengths-based approach helps to make individual competencies more visible, strengthen self-efficacy and consciously shape development opportunities. Insights from positive psychology further support the integration of well-being at work, motivation and healthy performance.

The aim is to provide guidance, unlock potential and support employees in consciously and sustainably developing their professional roles.

Individual coaching for employees

Individual coaching supports employees during periods of professional change, in decision-making processes, or when taking on new responsibilities. The early stages of a career and leadership roles in particular are often associated with uncertainty, high expectations, and the question of how one’s own role can be shaped in a way that is both effective and authentic.

In coaching, we consider personal resources, professional role, motivation and values, as well as the organisational context in which development takes place. A strengths-based approach helps to make individual competencies more visible, strengthen self-efficacy and consciously shape development opportunities. Insights from positive psychology further support the integration of well-being at work, motivation and healthy performance.

The aim is to provide guidance, unlock potential and support employees in consciously and sustainably developing their professional roles.

Individual coaching for employees

Individual coaching supports employees during periods of professional change, in decision-making processes, or when taking on new responsibilities. The early stages of a career and leadership roles in particular are often associated with uncertainty, high expectations, and the question of how one’s own role can be shaped in a way that is both effective and authentic.

In coaching, we consider personal resources, professional role, motivation and values, as well as the organisational context in which development takes place. A strengths-based approach helps to make individual competencies more visible, strengthen self-efficacy and consciously shape development opportunities. Insights from positive psychology further support the integration of well-being at work, motivation and healthy performance.

The aim is to provide guidance, unlock potential and support employees in consciously and sustainably developing their professional roles.

Are you an HR manager looking for bespoke coaching programmes for managers, teams and staff?
Contact me

Frequently asked questions

Coaching is particularly suited to employees going through transitional phases – such as when taking on new responsibilities, in the early stages of leadership, during a career change, or during challenging periods of development. Experienced managers also benefit from coaching as a space for reflection on specific leadership issues and complex organisational challenges.