Key to coaching success

"Again and again, I am asked how I generate added value in the coaching process - whether I have a particular 'method'," says Dorette Segschneider. "I don't have that one method. It's the variety of models and approaches - combined with my decades of coaching and interviewing experience that make up my success. I create tangible results - very effectively - it's all about strategy, and the focus is then on implementation in an intensive action-reflection process," Dorette Segschneider continues.

Based on her experience as an executive coach, Dorettes Segschneider has identified four valuable keys that make up the success of her coaching processes.

Efficiency

Trust is the basis for an effective coaching process, which is why she attaches great importance to building deep trust and a close connection with her coachees right from the start. To this end, Dorette Segschneider usually addresses the most critical and thus most valuable topics at the beginning. The goal is that the coachee receives the greatest possible added value for the time invested.

Impact

The next step is to identify the most important and, thus, personally significant client issues. To look where the real work needs to be done and at the same time to achieve a strong insight and motivation for change in the client.

Lasting change

A strong coaching conclusion is closely linked to sustainability. The claim of sustainability can only be achieved in a coaching process if it is possible to get the client regularly into action even after the coaching has ended - to get him excited about the continuous implementation of necessary 'action plans'. A key to this is to build resilience in the face of resistance - be it against one's own 'saboteurs' or against resistance from outside - i.e., generating so-called 'no-matter-what appointments. The goal is for the client to sustainably follow through with their action plan despite these obstacles.

Systemic

The focus of her work with board members is to concentrate on increasing their own effectiveness and that of the organization. This requires a holistic view of the ecosystem of all stakeholders. Stakeholder management is, therefore, a key success factor in the coaching process.