Mentoring
As a manager you often feel alone. Supervisors often do not have time to develop their own managers or need support themselves. That's why in many cases external support makes sense and is even preferable to an internal solution.
As an external person, I take a neutral position, am unbiased and have no political interests to represent. My view comes from outside, as a “non-affected person” and can and must therefore focus on people and the leadership situation. This approach allows the strategic corporate goals and personal development goals to be freed from any ambient noise and fog. The focus is solely on the actions and measures for plannable and measurable development and progress.
Leadership Development Report
OPQ: Occupational Personality Questionnaire
As an accredited assessor from SHL, I can offer you one of the world's most validated personality tests. The Occupational Personality Questionnaire (OPQ) provides insight into how aspects of a person's individual behavior will impact their performance in the workplace. It provides detailed information on 32 specific personality traits that have been proven to impact performance. Over the last 25 years, over 90 independent validity studies have been conducted on the OPQ, in 20 different countries and 40 industries. It is known for its high validity and low falsification.
Based on the OPQ, the development fields are identified in a leadership development report, which become part of the personal development plan.
Individual mentoring
We define the development goals together. Ideally, we have identified these with a leadership development report and the OPQ and supplement the development areas with our own practical goals and the challenges of the current situation in the company.
In regular mentoring sessions, goals, intermediate goals, real cases, situations and acute problem cases are discussed and approached in a solution-oriented manner. Each mentoring session ends with a clear goal.
As a mentor and discussion partner among equals, I support you in critical and positive self-reflection. I will help you to change your perspective when looking at your own situations. This is fundamental for the necessary distance from the situation and for finding a solution.
Peer mentoring SHARE2LEARN
An expanded and now very popular form of mentoring is sharing leadership situations among managers at the same level. I call these sessions SHARE2LEARN. In groups of 3-4 leaders, “worst cases” and “best cases” are exchanged and discussed. Managers describe their own difficult and successful cases and discuss new and different approaches to solutions, vary perspectives and discuss alternative approaches.
This form of mentoring allows participants to look at their own cases from new perspectives and think of alternative solutions in a safe and trusting environment. It expands your own field of vision and increases your own problem-solving skills.
An extremely positive side effect of the SHARE2LEARN session that should not be underestimated is the enormous build-up of trust between managers. You can then communicate with each other in confidence at any time. You learn to support yourself.