Leadership Coaching

1. Leadership Coaching for Managers The demands on managers are very high: They should be technically well-versed, but also socially competent; assertive, but team- oriented; well organized and flexible, innovative and motivating, but also resilient and stress- resistant. So a multi-talent. But hand on heart, how many people combine all of these characteristics in 100%? In our fast-moving times, it is important to be constantly reflecting on new challenges and to remain capable of learning. Only those who are willing to develop further can fulfill their role as managers. More and more managers used Leadership coaching as an opportunity to expand their own skills and acquire new skills. I will help you build a bridge between existing and newly discovered skills. I understand my role as a coach in helping you to recognize your potential and develop further with the help of stimulating conversations and interactions. The aim of Leadership Coaching London is to provide you with tools and ideas with which you can tackle your everyday challenges independently and courageously. In coaching, the manager deals with professional issues that have an impact on their success and personal well-being. In dialogue, we work together on concrete and current issues from day-to-day management. Any obstacles to implementation and problems that arise from this are analyzed in the conversation in order to then look for suitable solutions. You will implement the developed steps in everyday life. In the next coaching session, we will reflect on your first successes together. Coaching is a goal and solution-oriented process that ends when the agreed goal is reached. Improve your business by working with expert business coach at: FintExec Coaching offers a protected space in which new skills and new behavior can be developed and tried out. At the same time, coaching can be a path to emotional relief. The manager trains their self- awareness, learns techniques to regulate stress and finds their own inner balance. Leadership in the 21st century has a new connection. Agile companies organize collaboration in circles. The challenges for leadership are: creating learning and development spaces, trusting the creativity of everyone, relinquishing responsibility and engaging in new things - also beyond hierarchies and the necessity of feasibility. Leadership is distributed among everyone who knows how to solve problems at the place of value creation. Coaching accompanies you as a manager during this transition between the poles • Trust and control • Consensus decision and individual decision • Agility and stability • Questioning successful concepts and reflecting on core skills • Improvisation and planning It's about your self-image as a manager: what remains when everyone is in charge? The role model, coaching and mentoring become important. Dealing with conflicts, managing difficult employees, resilience and health for yourself, team and company are other current topics for management coaching. Transition Leadership coaching accompanies her in taking on a new role. Let us think new ways in coaching.

2. Positive leadership - the five keys to high performance Management has changed and many managers no longer see their task primarily in controlling employees and eliminating their weaknesses. Rather, more and more managers are realizing that part of their job is to promote the strengths of their employees and create a work environment in which everyone feels valued. Employees should be motivated to get fully involved. But what exactly do executives do differently, whose teams perform consistently above average, have less fluctuation and whose satisfaction and motivation remain high? What needs to be done in organizations so that employees develop their potential instead of just functioning? Positive leadership as a new leadership approach Positive leadership helps managers to support their employees so that they can discover and use their strengths. With his book, Markus Ebner provides the necessary foundations to understand and implement the new leadership approach. In his book, he first scientifically substantiates the concept of positive leadership. He then delivers a toolbox with proven methods that can be used well in everyday management, to finally - with the help of numerous guest authors from various companies and organizations - provide a practical insight into how this management approach can be successfully implemented. Five factors that make people thrive Positive psychology is a variant of psychology that explores what makes people strong instead of - like traditional psychology - what makes them sick. It focuses on characteristics such as optimism, joy or future orientation. By transferring this approach and its findings, the positive leadership approach emerged. Martin Seligman, pioneer of positive psychology, developed the hypothesis that true well-being is based on five pillars: 1.Positive emotions, 2.Engagement, 3.To be connected with others 4.Sinnerleben and 5.Success stories. Some elements of positive leadership Positive leadership should not be confused with positive thinking or whitewashing. Deficits, poor performance or threats to team goals will continue to be addressed openly. Above all, managers should ... • Promoting good performance and praising it accordingly. • Support employees in recognizing and developing their strengths. • ensure that everyone experiences themselves as part of the team and supports each other. • Let your employee experience meaning at work and convey to them that their work is important.