Dorthe Knauer


Focus on management-based coaching:

Management-based coaching is particularly useful with leaders, specialists and key-people with a specific focus on leadership.


When leaders are promoted and transfer from one management level to the next, or when leaders enter a new company, and have to understand and engage with a different corporate culture. This coaching approach is also effective when you have to manage large-scale change and process complexity e.g. mergers, acquisitions or digital and technological implementation.

Finally, management-based coaching is relevant for leaders in conflict-ridden processes, when leaders need new methods to facilitate and mediate processes and people.


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Gitte Jakobsen


Focus on intensive dynamic coaching:
Intensive dynamic coaching is focused on accelerating both personal and professional development.


The focus-person will increase self-awareness and get a deeper insight into their own psychological processes and dynamics in relation to others and in relation to own situational presence and feeling of authenticity. You will gain personal insight into your aspirations, blind spots, controlling patterns and coping strategies. These personal insights are translated and calibrated to the relevant work-context, and into training of specific relational and psychological competencies and concrete tools.

The overriding aim is that the leader, specialist and employee are able to more effectively establish and maintain healthy relations with others and to support relevant action, performance and teamwork in their organization.

 

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Berit Sander


Focus on merged coaching:
The merged coaching approach is especially useful for leaders, specialists, and employees, who want to work with job-related challenges and their personal behavioral patterns, but do not require a deeper personal-psychological development process.


The focus is on the work-related context, where we look for, investigate challenges, and look for patterns in the bigger picture. We also reflect and investigate how these patterns are created. Ultimately how to break them. We scrutinise and reflect on specific situations and episodes to determine what behavioural changes and new ways of working are called for.



CV for Berit Sander >