The reputation of coaching has clearly changed in recent years. Today, it is understood as a short-term measure for the targeted development of employees and managers.

This was also the case with our client, a renowned company in the automotive industry, which entrusted us with an exciting task: 

Our assignment

“Our long-time Head of Sales and Marketing will be promoted to “Commercial Director” in the course of an internal reorganization, with direct report to our CEO. His new role as “Commercial Director” and member of the Executive Board will be very demanding in terms of communication and leadership. 

In his future position, he will face a complex communication situation. The requirements of the individual communication partners may conflict. He will have to find suitable communicative and work-related solutions with poise. 

We intend to prepare him specifically for his new role with your OTP leadership coaching.”

Our approach

The goal was to prepare him for this specific leadership role. During our coaching, we broke this goal down to the following topics:

  • Clear job description and clarification of the role in the new leadership situation. 
  • Clarification and development of personal leadership style and leadership tools in the new role as Commercial Director. 
  • Clarifying one’s self-image as a leader and increasing one’s personal efficiency and effectiveness.
  • Promoting communication skills (taking on the perspective of the interlocutor / understanding one’s own feelings towards him and in this sense strengthening one’s own empathy) and controlling one’s own communication behavior more consciously.

Our leadership coaching program included 12 personal meetings during 3 months.

The debriefing

The joint debriefing with the client after the completion of the program confirmed the sustainability of the coaching. The coachee’s final feedback underscored this view:

Participant feedback

“Through the coaching I was able to identify challenging situations in communication. The subsequent reflection was an important insight for me and additional motivation to develop new communicative approaches.

I was impressed by the empathic and structured approach of the OTP coach. He recognized my needs early on and addressed them professionally in the coaching.

Initially, I was still a bit skeptical! Today, I am grateful to my employer for this support. It moved me forward at a critical point for me.”

The result

The aforementioned executive quickly recognized the benefits of coaching and was extremely grateful to his employer for it. 

Our client was also very pleased with the positive change and the successful transition into the new leadership role. 

A win-win situation for both sides!

 

Rolf Sommer
Senior Consultant

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