Coaching often begins with questions: Is my problem even suitable for coaching? How does a coaching session work? Do I need to know exactly what I want to work on? And what actually happens during a session?
On this page, you’ll find answers to questions I’m frequently asked during initial consultations and in the course of my work. If your question isn’t listed here, please feel free to contact me or arrange a no-obligation introductory meeting.
Coaching is particularly suitable if you wish to reflect on career-related issues, prepare for decisions, or shape your role more consciously. Typical topics include career development, leadership issues, career reorientation, burnout, dealing with conflict, or clarifying the next steps.
If you’re unsure whether your situation is suited to coaching, we’ll clarify this together in a no-obligation initial consultation.
No. Many clients come to me feeling that something isn’t quite right in their career, without being able to clearly articulate their concerns just yet. In coaching, we start by providing some direction and work through, step by step, what the issue actually is and what kind of development is possible or necessary.
We start with a no-obligation introductory meeting. During this meeting, we discuss your concerns, clarify any open questions and work together to see whether we are a good fit, both professionally and personally.
During the coaching sessions, we work in a structured manner whilst remaining open to whatever emerges during the process. Depending on your needs, the focus may be on reflection, a change of perspective, strength-based methods, systemic analysis or concrete steps for your day-to-day professional life.
That depends on your specific needs. Individual issues can sometimes be resolved in just a few sessions, whereas more complex development or change processes require more time and consistency.
During the initial consultation, we will discuss together what approach makes sense. Coaching does not necessarily have to be a long-term commitment, but it should be given the space it needs if issues require more in-depth exploration.
A coaching session usually lasts 90 minutes. This timeframe allows ample opportunity to reflect thoroughly on issues, understand the bigger picture and develop concrete next steps, without feeling rushed.
Depending on the topic and format, other time frames may also be appropriate, such as in workshops or group settings. For one-to-one coaching, 90 minutes has proven to be a good and workable framework in my practice.
Yes. Confidentiality is a key prerequisite for effective coaching. The content of coaching sessions remains strictly confidential.
Even if coaching is funded by an organisation, I will clearly explain which information may be shared and which will not. Personal details remain protected.
Both options are available. Many coaching sessions take place online, which fits in well with a busy working day. Depending on your needs and circumstances, in-person coaching sessions or hybrid formats are also possible.
I take a strengths-based approach and combine systemic coaching with scientifically grounded insights from coaching psychology, positive psychology and positive leadership.
Beside that, I am interested not only in how problems can be solved, but also in the conditions under which people can effectively utilise their strengths, develop professionally and work healthily in the long term. At the same time, I always consider professional issues within the organisational and societal context in which they arise.
My work is based on scientifically grounded approaches from coaching psychology, positive psychology and systemic coaching. I hold a Master’s degree in Psychology with a specialisation in coaching psychology, and my approach is evidence-based, strength-focused and reflective.
As a Senior Practitioner of the EMCC, I adhere to the ethical and quality standards of the European Mentoring and Coaching Council. These include, amongst other things, confidentiality, transparency, professional diligence, continuous professional development and a clear definition of professional roles.
Quality in coaching stems from a solid theoretical foundation, a professional approach and continuous reflection on one’s own work. In addition to my academic training and many years of practical experience, I regularly undertake further training and adhere to recognised quality standards in coaching.
For me, this also involves clearly defining the limits of coaching, working in a methodologically transparent manner, and regularly reflecting on my work through supervision, peer exchange and professional development.
My focus is on supporting women with career development and leadership issues. I am particularly interested in how career development succeeds in real-world conditions – that is, through the interplay of individual strengths, organisational frameworks and societal expectations regarding roles, performance and leadership.
Many of the issues that bring women to coaching are therefore not only personal but also structurally driven. Examining these interrelationships in a nuanced way is an important part of my work. At the same time, I also work with organisations and with people who identify with my approach.
