{"id":20962,"date":"2023-01-18T13:23:30","date_gmt":"2023-01-18T12:23:30","guid":{"rendered":"https:\/\/managementberatung-coaching.de\/?p=20962"},"modified":"2026-06-01T14:19:42","modified_gmt":"2026-06-01T12:19:42","slug":"manager-as-coach","status":"publish","type":"post","link":"https:\/\/managementberatung-coaching.de\/en\/fuehrungskraft-als-coach\/","title":{"rendered":"The manager as coach"},"content":{"rendered":"<div class=\"gb-container gb-container-fd340ee6\" id=\"summary\">\n<div class=\"gb-container gb-container-b90f8493 cp-container-accordion180 gb-accordion\">\n<div class=\"gb-container gb-container-d5dbb893 gb-accordion__item\" data-transition=\"slide\">\n<div class=\"gb-container gb-container-5d9c68ee gb-accordion__toggle\" id=\"gb-accordion-toggle-5d9c68ee\" role=\"button\" tabindex=\"0\">\n\n<p class=\"gb-headline gb-headline-5021f753\"><span class=\"gb-icon\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewbox=\"0 0 448 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M207.029 381.476L12.686 187.132c-9.373-9.373-9.373-24.569 0-33.941l22.667-22.667c9.357-9.357 24.522-9.375 33.901-.04L224 284.505l154.745-154.021c9.379-9.335 24.544-9.317 33.901.04l22.667 22.667c9.373 9.373 9.373 24.569 0 33.941L240.971 381.476c-9.373 9.372-24.569 9.372-33.942 0z\"><\/path><\/svg><\/span><span class=\"gb-headline-text\">Management Summary<\/span><\/p>\n\n<\/div>\n\n<div id=\"gb-accordion-content-f7249701\" class=\"gb-accordion__content\"><div class=\"gb-container gb-container-f7249701\">\n\n<p class=\"wp-block-paragraph\">Modern leadership also requires many managers to act as coaches for their employees. This leads to a conflict of roles. This is due to the fact that employees and managers are part of the same system. <strong>A manager can therefore never be a coach for their own employees.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nevertheless, every manager can integrate key coaching tools into their leadership and thus support employees in their further development. These tools are<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Giving non-judgemental feedback<\/li>\n\n\n\n<li>Ask targeted questions<\/li>\n\n\n\n<li>Active listening<\/li>\n\n\n\n<li>Summarise and create commitment<\/li>\n\n\n\n<li>Conduct regular development meetings<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">This type of leadership offers both the manager and the employees various opportunities, e.g:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The common basis of trust is strengthened.<\/li>\n\n\n\n<li>Employees' self-confidence, problem-solving skills and personal responsibility grow.<\/li>\n\n\n\n<li>The manager is relieved by more effective employees.<\/li>\n<\/ul>\n\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n<h2 id=\"welche-voraussetzungen-mussen-gegeben-sein-damit-coaching-wirksam-ist\" class=\"gb-headline gb-headline-0de5ffef gb-headline-text klein\">What conditions must be met for coaching to be effective?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">For coaching to be effective, there are three key requirements:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The coachee wants to develop further.<\/li>\n\n\n\n<li>There is a basis of trust between coach and coachee.<\/li>\n\n\n\n<li>The coach has expertise.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"die-einstellung-des-coachees\" class=\"gb-headline gb-headline-ee71d5d9 gb-headline-text\">The attitude of the coachee<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">We've all tried to develop ourselves in areas that we didn't find interesting: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Certain school subjects that we didn't like<\/li>\n\n\n\n<li>Hobbies that were more our parents' interests<\/li>\n\n\n\n<li>Subjects that did not interest us<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">We know from these experiences that further development is hardly possible, or only possible with great effort, if we lack the will. <\/p>\n\n\n\n<p class=\"gb-headline gb-headline-a88001e8\"><span class=\"gb-icon\"><svg xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 32 32\" preserveaspectratio=\"xMidYMid meet\" height=\"1em\" width=\"1em\" style=\"vertical-align: -0.125em;\" aria-hidden=\"true\"><g stroke-width=\"2\" stroke-linejoin=\"round\" stroke-linecap=\"round\" stroke=\"currentColor\" fill=\"none\"><circle r=\"2\" cy=\"8\" cx=\"24\"><\/circle><path d=\"M2 18L18 2h12v12L14 30z\"><\/path><\/g><\/svg><\/span><span class=\"gb-headline-text\">Therefore, the basic prerequisite for the success of coaching is an open attitude on the part of the coachee.<\/span><\/p>\n\n\n\n<h3 id=\"das-vertrauen-zwischen-coach-und-coachee\" class=\"gb-headline gb-headline-7355ac09 gb-headline-text\">Trust between coach and coachee<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Further development takes place outside the comfort zone. If the coachee has no trust in the coach, they will not leave their comfort zone. This makes further development impossible. If the coach has no trust in the coachee, he will never be able to act from a position of integrity, so the coachee will not really trust the coach.<\/p>\n\n\n\n<h3 id=\"die-expertise-des-coaches\" class=\"gb-headline gb-headline-f76cc500 gb-headline-text\">The expertise of the coach<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A coach's expertise includes many different things. I will focus on five at this point:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Establish trust<\/li>\n\n\n\n<li>Value-neutral listening<\/li>\n\n\n\n<li>Ask targeted questions<\/li>\n\n\n\n<li>Structuring and focussing the topic from different perspectives<\/li>\n\n\n\n<li>Leave responsibility with the coachee<\/li>\n<\/ul>\n\n\n\n<h2 id=\"fuhrungskraft-als-coach\" class=\"gb-headline gb-headline-7b68b181 gb-headline-text\">Manager as coach<\/h2>\n\n\n\n<h3 id=\"warum-kann-eine-fuhrungskraft-kein-coach-der-eigenen-mitarbeiter-sein\" class=\"gb-headline gb-headline-091d5da1 gb-headline-text klein\">Why can't a manager be a coach for their own employees?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">As managers and employees are part of the same system, managers cannot be coaches for their own employees. If they were, there would be a conflict of roles at the relationship level.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Let me illustrate this with an example.<\/p>\n\n\n<div class=\"gb-container gb-container-a8b3ef8f\">\n\n<h4 id=\"beispiel-fur-den-rollenkonflikt-fuhrungskraft-coach\" class=\"gb-headline gb-headline-58a070f7 gb-headline-text\">Example of the role conflict between manager and coach<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Employee Z would like to develop further in order to take on a leadership role in the team in the next step. She seeks a coaching dialogue with her manager. The manager unconsciously compares the employee with herself in many situations, sees her own role at risk and therefore ignores many areas for development in the conversation. <\/p>\n\n<\/div>\n\n\n<p class=\"gb-headline gb-headline-d12774d3\"><span class=\"gb-icon\"><svg xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewbox=\"0 0 32 32\" preserveaspectratio=\"xMidYMid meet\" height=\"1em\" width=\"1em\" style=\"vertical-align: -0.125em;\" aria-hidden=\"true\"><g stroke-width=\"2\" stroke-linejoin=\"round\" stroke-linecap=\"round\" stroke=\"currentColor\" fill=\"none\"><circle r=\"2\" cy=\"8\" cx=\"24\"><\/circle><path d=\"M2 18L18 2h12v12L14 30z\"><\/path><\/g><\/svg><\/span><span class=\"gb-headline-text\">This conflict of roles cannot be resolved.<\/span><\/p>\n\n\n\n<h3 id=\"welche-instrumente-kann-eine-fuhrungskraft-fur-die-entwicklung-ihrer-mitarbeiter-nutzen\" class=\"gb-headline gb-headline-8225c381 gb-headline-text klein\">What tools can managers use to develop their employees?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Even if managers cannot act as coaches for their own employees, they can integrate effective tools into their day-to-day management to support the development of their employees: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Giving non-judgemental feedback<\/li>\n\n\n\n<li>Ask targeted questions<\/li>\n\n\n\n<li>Active listening<\/li>\n\n\n\n<li>Summarise and create commitment<\/li>\n\n\n\n<li>Conduct regular development meetings<\/li>\n<\/ul>\n\n\n\n<h3 id=\"wertfreies-und-konstruktives-feedback\" class=\"gb-headline gb-headline-3054b573 gb-headline-text\">Non-judgemental and constructive feedback<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In my article \"Feedback as a management tool\", I present three discussion structures that will help you to formulate your feedback in a non-judgemental and to-the-point way.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-f14b7e28\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/give-constructive-feedback\/\">Feedback as a management tool<\/a><\/span><\/p>\n\n\n<div class=\"gb-container gb-container-682f2662\"><div class=\"gb-inside-container\">\n\n<h3 id=\"zielgerichtet-fragen\" class=\"gb-headline gb-headline-d982d3e6 gb-headline-text\">Ask targeted questions<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">I have described in detail in another article how you can ask targeted questions and how you can train targeted questions.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-464d95b3\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/wirsames-fragen-fuehrungsinstrument\/\">Managing director knowledge: Leading purposefully with effective questions<\/a><\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the table below, I have compiled a list of effective questions that initiate or support development processes.<\/p>\n\n\n\n<h4 id=\"wirksame-fragen-fur-fuhrungskrafte\" class=\"gb-headline gb-headline-4b985d66 gb-headline-text\">Effective questions for managers<\/h4>\n\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-d8a4aac2\">\n<div class=\"gb-grid-column gb-grid-column-f9584d27\"><div class=\"gb-container gb-container-f9584d27\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-fcde4f29 gb-headline-text\">Clarify goal<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-773c8f69\"><div class=\"gb-container gb-container-773c8f69\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>What is your why?<\/li>\n\n\n\n<li>How would you like to make an effective contribution?<\/li>\n\n\n\n<li>How would your colleagues and I recognise that you're bringing it in? (...) What else?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-7a74f797\">\n<div class=\"gb-grid-column gb-grid-column-1e126b9f\"><div class=\"gb-container gb-container-1e126b9f\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-a7a7eb4f gb-headline-text\">Ask for motivation<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-072af776\"><div class=\"gb-container gb-container-072af776\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>Why is it important for you to take on this new role?<\/li>\n\n\n\n<li>What would you need to fully support this development step?<\/li>\n\n\n\n<li>What would it take to fulfil your tasks with head and heart?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-c5691fc1\">\n<div class=\"gb-grid-column gb-grid-column-d8aece6c\"><div class=\"gb-container gb-container-d8aece6c\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-5ea00a10 gb-headline-text\">Emphasise benefits<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-6b0261bb\"><div class=\"gb-container gb-container-6b0261bb\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>Let's say you achieved this goal as a team, what would be the benefit for you?<\/li>\n\n\n\n<li>Let's say you had the unique opportunity to actively shape this topic. What could be a possible benefit for you and your team?<\/li>\n\n\n\n<li>Hypothetically speaking..., what could be a benefit for someone who takes on this task, which at first glance seems quite thankless, for four weeks? (...) What else?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-fe27135f\">\n<div class=\"gb-grid-column gb-grid-column-c95091f8\"><div class=\"gb-container gb-container-c95091f8\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-47936077 gb-headline-text\">Uncover resources<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-45f4dcdd\"><div class=\"gb-container gb-container-45f4dcdd\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>What of what makes you work together as a team should definitely be reflected in the upcoming project?<\/li>\n\n\n\n<li>What exactly enabled you to achieve what you set out to do? (...) What else?<\/li>\n\n\n\n<li>Which strengths, which result from the cooperation of your different personalities, have we not yet considered?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-fac6528e\">\n<div class=\"gb-grid-column gb-grid-column-8f9d0710\"><div class=\"gb-container gb-container-8f9d0710\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-394ade96 gb-headline-text\">Record the starting point<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-a0edeb38\"><div class=\"gb-container gb-container-a0edeb38\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>On a scale of 0-10, if 0 means \"not yet started\" and 10 means \"completed\", where are you currently in relation to this task?<\/li>\n\n\n\n<li>On a scale of 1-10, how would you rate your ability to make decisions? 1 means: \"I am very insecure when I have to make decisions alone\". 10 stands for: \"I decide on my own, even if I am not 100% sure.\"<\/li>\n\n\n\n<li>If I were to ask your team colleagues: \"How appreciative is colleague Joe Bloggs of you? On a scale of 1-10, what value would they give me? 1 means \"hardly appreciative\". 10 means \"very appreciative\". (...) What do you think is the basis for this assessment?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-c7fc3444\">\n<div class=\"gb-grid-column gb-grid-column-c45012a1\"><div class=\"gb-container gb-container-c45012a1\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-57729df7 gb-headline-text\">Initiate development<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-612bb081\"><div class=\"gb-container gb-container-612bb081\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>Where on the scale would you like to be in our next conversation in terms of your decision-making competence? (...) Why there? (...) What made it possible for you to reach this value?<\/li>\n\n\n\n<li>Which of the identified fields of development should we pay attention to first? (...) Why this one in particular? (...) With what goal?<\/li>\n\n\n\n<li>Assuming you achieve what you set out to do, what has changed for you\/your environment as a result?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-1bb6e549\">\n<div class=\"gb-grid-column gb-grid-column-aa798529\"><div class=\"gb-container gb-container-aa798529\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-5bac3dbb gb-headline-text\">Identify potential hurdles and develop a plan B<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-b35307bb\"><div class=\"gb-container gb-container-b35307bb\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>Let's consider the unlikely event that something comes up. What could that be? (...) What else? (...) How could we make sure that exactly this case does not happen?<\/li>\n\n\n\n<li>What risks could arise in the course of the project?<\/li>\n\n\n\n<li>Let's assume that our goal is that absolutely nothing goes wrong. What precautions would we already have to take to achieve this goal?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n\n<div class=\"gb-grid-wrapper gb-grid-wrapper-8b066123\">\n<div class=\"gb-grid-column gb-grid-column-30547b64\"><div class=\"gb-container gb-container-30547b64\"><div class=\"gb-inside-container\">\n\n<p class=\"gb-headline gb-headline-a48fa995 gb-headline-text\">Recognising progress<\/p>\n\n<\/div><\/div><\/div>\n\n<div class=\"gb-grid-column gb-grid-column-6baee811\"><div class=\"gb-container gb-container-6baee811\"><div class=\"gb-inside-container\">\n\n<ul class=\"wp-block-list\">\n<li>Let's say you would look back very favourably on the last four weeks. What would you be absolutely proud of?<\/li>\n\n\n\n<li>In our last interview, you rated your professional competence with a 4. How would you rate it today? (...) Why so? (...) What has enabled you to make this (small) progress? (...) What else?<\/li>\n\n\n\n<li>What positive changes have your colleagues noticed in the last three months? (...) What else?<\/li>\n<\/ul>\n\n<\/div><\/div><\/div>\n<\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\">When reading the questions, you will have noticed that hypothetical questions also play a role in coaching alongside open questions. This type of question helps to reduce mental barriers and the resulting resistance. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A subtype of the open question is the scaling question. It aims to make things that seem less tangible equally concrete for all dialogue partners. It also makes it possible to visualise and thus recognise even minor progress.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The thing that all these questions have in common is their solution focus. This keeps the thinking and the atmosphere of discussion constructive and looking towards the future or the solution.<\/p>\n\n\n\n<h3 id=\"aktiv-zuhoren\" class=\"gb-headline gb-headline-5570184c gb-headline-text\">Active listening<\/h3>\n\n\n\n<p class=\"gb-headline gb-headline-1750d82c gb-headline-text\">Another tool that managers should use (not only in coaching sessions) is active listening. This is illustrated by paraphrasing. Paraphrasing involves repeating what has been said in your own words. You can use these phrases to introduce paraphrases:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>You say...<\/li>\n\n\n\n<li>You care about...<\/li>\n\n\n\n<li>If I have understood you correctly, you are concerned with ...<\/li>\n\n\n\n<li>The central aspect for you is ...<\/li>\n\n\n\n<li>Your main idea is ...<\/li>\n\n\n\n<li>You mention the aspect .....<\/li>\n<\/ul>\n\n\n\n<h3 id=\"zusammenfassen-und-verbindlichkeit-herstellen\" class=\"gb-headline gb-headline-5e51d41b gb-headline-text\">Summarise and create commitment<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">At this point, I would like to mention a third tool for conducting conversations that also plays an important role in coaching conversations and is also useful for managers: the summarising tool. Summarising at the end of the conversation not only focuses on the essentials but also creates commitment. Below are some useful phrases for this:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>How would you summarise our agreement?<\/li>\n\n\n\n<li>What is the essence of our conversation?<\/li>\n\n\n\n<li>What exactly do we agree now?<\/li>\n\n\n\n<li>What concrete steps do we keep until our next conversation?<\/li>\n<\/ul>\n\n\n\n<h3 id=\"regelmasige-entwicklungsgesprache-fuhren\" class=\"gb-headline gb-headline-086c2992 gb-headline-text\">Conduct regular development meetings<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">More and more companies are starting to hold development meetings several times a year. I support this development. If you need ideas for preparing and organising development meetings, you can find them in the article on employee appraisals.<\/p>\n\n\n\n<p class=\"gb-headline gb-headline-b8a23c00\"><span class=\"gb-icon\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"1em\" height=\"1em\" viewbox=\"0 0 24 24\"><path fill=\"currentColor\" d=\"m12.922 16.587l-3.671 3.671a3.896 3.896 0 0 1-5.504-5.509l-.002.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-3.671 3.671a6.494 6.494 0 0 0 9.187 9.175l-.003.002l3.671-3.671a1.3 1.3 0 0 0-1.837-1.835l.001-.001zM24.007 6.489A6.494 6.494 0 0 0 12.921 1.9L9.25 5.571a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a3.896 3.896 0 0 1 5.504 5.509l.002-.002l-3.671 3.671a1.3 1.3 0 1 0 1.835 1.837l.001-.001l3.671-3.671a6.432 6.432 0 0 0 1.908-4.58V6.49z\"><\/path><path fill=\"currentColor\" d=\"M7.412 16.592c.235.235.559.38.918.38s.683-.145.918-.38L16.59 9.25a1.3 1.3 0 0 0-1.837-1.835l.001-.001l-7.342 7.342c-.235.235-.38.559-.38.918s.145.683.38.918\"><\/path><\/svg><\/span><span class=\"gb-headline-text\"><a href=\"https:\/\/managementberatung-coaching.de\/en\/conduct-staff-appraisals\/\">Employee appraisals - preparation, implementation and pitfalls<\/a><\/span><\/p>\n\n\n\n<h2 id=\"welche-chancen-hat-eine-kontinuierliche-mitarbeiterentwicklung\" class=\"gb-headline gb-headline-5e1e2a6f gb-headline-text klein\">What are the opportunities for continuous employee development?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Various opportunities arise from continuous employee development.<\/p>\n\n\n\n<h3 id=\"chancen-fur-den-mitarbeiter\" class=\"gb-headline gb-headline-13f62deb gb-headline-text\">Opportunities for the employee<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Self-confidence and self-assurance increase<\/li>\n\n\n\n<li>Solution expertise is strengthened by \"asking instead of telling\"<\/li>\n\n\n\n<li>Increasing scope for responsibility and organisation<\/li>\n\n\n\n<li>Growing independence<\/li>\n\n\n\n<li>Expertise increases<\/li>\n<\/ul>\n\n\n\n<h3 id=\"chancen-fur-die-fuhrungskraft\" class=\"gb-headline gb-headline-1cf677eb gb-headline-text\">Opportunities for the manager<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employees' self-efficacy increases<\/li>\n\n\n\n<li>Delegation is made easier<\/li>\n\n\n\n<li>Relief from operational tasks is increasing<\/li>\n\n\n\n<li>Team effectiveness grows<\/li>\n\n\n\n<li>Achieving goals becomes easier<\/li>\n<\/ul>\n\n\n\n<h3 id=\"chancen-fur-das-unternehmen\" class=\"gb-headline gb-headline-bb7233d8 gb-headline-text\">Opportunities for the company<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Expertise is continuously built up<\/li>\n\n\n\n<li>The organisation's solution expertise is growing<\/li>\n\n\n\n<li>A culture of trust can grow<\/li>\n\n\n\n<li>Employees' sense of belonging to the company is strengthened<\/li>\n\n\n\n<li>Costs for errors, staff turnover and illness can be reduced<\/li>\n<\/ul>\n\n\n<div class=\"gb-container gb-container-14765e02\"><\/div>\n\n\n<p class=\"gb-headline gb-headline-d0172916 gb-headline-text\">If you want to further develop your leadership role, our executive coaching offers you the opportunity to do so.<\/p>\n\n\n<div class=\"gb-button-wrapper gb-button-wrapper-22b77580 gb-button-wrapper-standardw\">\n\n<a class=\"gb-button gb-button-53d207e7 gb-button-text gb-button-standard\" href=\"https:\/\/sabinewalter.group\/shop\/\" target=\"_blank\" rel=\"noopener noreferrer\">Book Coaching<\/a>\n\n<\/div>","protected":false},"excerpt":{"rendered":"<p>In the course of the change in the understanding of leadership and leadership styles, managers in many companies are also expected to fill the role of coach.<\/p>\n<p> In this article I answer the following questions:<br \/>What framework conditions enable goal-oriented and effective coaching?<\/p>\n<p> Where are the limits for the manager?<\/p>\n<p>Which coaching tools can be integrated into leadership work?<br \/>What opportunities does this open up?<\/p>","protected":false},"author":2,"featured_media":21856,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_titles_title":"F\u00fchrungskraft als Coach - Chancen und Grenzen","_seopress_titles_desc":"Welche Aspekte von Coaching lassen sich in den F\u00fchrungsalltag \u00fcbertragen? Was sind Chancen? 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