Kathrin Girten

So many takeaways from UNLEASH 2024! Some of my favorites: 📊 If you want to connect the dots, you first must collect the dots. On the importance of data and the emergence of 'content science' in learning. Peter Hinssen, nexxworks 🔮Ask yourself and your organisation 'What If' today to avoid asking 'What Now' in the future. Amy Webb, Future Today Institute ↗️↘️ The gap between GDP per employed person and the birth rates is widening - only to be solved with skills- and career development. Josh Bersin 💫Stop focusing on 'best practices', focus on co-creating 'new practices'. Gary Bolles, Singularity University 🧠💙People and leadership strength should be equally valued with performance in performance- and rewards decisions. Claire Isnaud, Chanel 🪞Leadership is simply a series of moments, and every moment gives us the opportunity to leave a positive impact. And 95% of us believe we have self-awareness, yet only 10-15% of those we lead agree. Kirstin Ferguson 🤖And then, I'm personally looking so much forward to having a Digital Twin assist me in my work and decisions in the not-so-distant future. It was fun to discuss learning trends and impact measures on stage with Lidia Juszko, Nathalie Estellat and Nicolas Pauthier moderated by Anand Chopra-McGowan 🥳 And super energizing exchanging with old and new friends from other companies 🤩 What do these topics spark with you? What did you take away if you were at UNLEASH? 💡 #UNLEASHWORLD #peopleinthedriversseat #impact #dataisking #inspiration #connection

132

6 Kommentare

Have you ever tried striking a power pose before a big presentation or meeting? 💪 This recent article in Admired Leadership reminds us about the power of the pose - and gives you some pose options (!): https://lnkd.in/eDJjdFrR While it may seem or feel silly, there is science behind the theory. To learn more about research on the impact of power poses, watch Amy Cuddy's highly popular TED Talk - Your Body Language May Shape Who You Are. Next time you want a confidence boost, get out of your comfort zone and show yourself you can take up space. #leadershipcoaching #confidence #takeupspace

15

4 Kommentare

How to #lead now... 16 experiences how to lead in change. Today #4: IT'S IN YOUR HEAD. ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit. English transcript: If I can take a penalty like Lewandowski or Modric did a few days ago, then I have two options. First of all, I'll say that I'm probably really nervous because everyone is watching. But at the same time, I've been chosen to take the shot. That means a certain expectation, appreciation, but of course huge pressure. Now it mainly happens in the head and you can see it like this: man, that's a huge goal, I can shoot from the bottom left, top right and so on. I see a huge opportunity or I see a problem because the guy is there, dancing around it, looking at me strangely, so I always see these barriers and the same applies to change. You focus on these opportunities or on the barriers. You can't ignore one or the other, but this basic attitude is important because it transfers to the team, to the thing itself and so on. So I always try to see it positively, with respect for the negative.

6

2 Kommentare

How to #lead now...SELLING. 16 experiences how to lead in change. Today #13: HOW MUCH SELLING IS POSSIBLE AT YOUR COMPANY? ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit. English transcript: Then, when I have all that, I need sales. I still have to sell it. And that's often how it looks. Normally, if you imagine all that away and just keep the dimensions, then every company shows: we grow more or less from bottom left to top right. But in reality, when you talk to sales, it looks like a labyrinth. That means there is some kind of strategy. Then there is some kind of pricing strategy. Then there is product strategy, then there is territorial protection and this and that. That means that this sales person has to go through the labyrinth, ideally somehow to the top right. And as a manager, as a leader, I have to see how I can make his life easier. Because a good sales person actually has to do sales and not just look for a way to get back up to the right. And that's really important for me too: after I've spoken to customers, I have to talk to sales next. What do you see? How do you work? What bothers you? Because in the end, as they say, a company doesn't survive from the products it develops, but from selling them. And if the sales department can't do that, or can only do it 50% of the time, then that's obviously bad.

9

Unlocking Potential: The Transformative Power of Constructive Feedback Post-PMS As we conclude another performance management cycle, the emphasis on feedback becomes more pronounced. Yet, it’s crucial to focus not just on any feedback, but on constructive feedback. This nuanced form of communication is essential for both personal growth and organizational success. What is Constructive Feedback? Constructive feedback goes beyond mere criticism. It is about providing specific, actionable insights that help individuals recognize their strengths and pinpoint areas needing improvement. Unlike general praise or unfocused criticism, constructive feedback aims to build up, not tear down. Why is Constructive Feedback Crucial? After a performance management cycle, employees often find themselves at a crossroads, eager for insights on how their contributions are perceived and what future steps they should take. Constructive feedback plays a dual role here: Personal Growth: It helps individuals align their efforts with organizational goals and refine their skills. Enhanced Team Dynamics: When teams receive clear, constructive feedback, the improvements in collaboration and understanding can lead to significant increases in team performance. Best Practices for Delivering Effective Feedback Delivering this kind of feedback requires empathy, clarity, and precision. Here are a few tips to ensure your feedback fosters improvement: Be Specific and Objective: Ground your feedback in observable behaviors rather than personal feelings. Focus on Improvement: Always link feedback to strategies and steps for improvement. Foster a Two-Way Conversation: Engage in a dialogue rather than a monologue. Encourage responses and perspectives to understand barriers and facilitators to performance. The Way Forward As leaders and managers, cultivating a culture where feedback is not feared but welcomed as a tool for continuous improvement is crucial. The feedback phase post-PMS should not just be a procedural task, but a stepping stone to greater achievements and workplace harmony. Let’s commit to refining our feedback processes. The goal? To unlock potential, inspire growth, and propel our teams to new heights. How do you plan to enhance your feedback delivery to ensure it is constructive and motivational? #LeadershipDevelopment #PerformanceManagement #ConstructiveFeedback #EmployeeGrowth #TeamDynamics #ContinuousImprovement #ProfessionalDevelopment #HRManagement Harish Ahuja Ajay Mahajan Dr. (Ms.) Anonna Guha Dr. Sourabh Bhattacharya Dr. Atul Pandya Roshni TharwaniAakash Thakur

21

1 Kommentar

What is Coaching? The International Coaching Federation (ICF) describes coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” But what does this look like in practice? At KJE Coaching, we offer a variety of programs tailored to individuals’ unique needs and even within this there is flexibility and cross over. This customisation is one of the greatest strengths of coaching—it’s not a one-size-fits-all approach. As a certified Master Coach, I know when I’m actively coaching and when I’m not, and I ‘d like to think that my regular check in with clients shapes what happens next. In some cases, it may be useful to incorporate training resources, questionnaires, or structured frameworks to help clients achieve their goals. Additionally, other tools and techniques, including those developed within the field of NLP (Neuro-Linguistic Programming), can also be valuable in certain situations. My goal is always aligned with my clients; their success is my success. To demonstrate how a coaching program can be customized to suit different individuals, I’ve outlined several approaches within the KJE Coaching Journey. https://lnkd.in/ehzmKfcj If  you would like to engage in a KJE Coaching programme, please contact me and book a free introductory meeting!

2

Troika Consulting is a Liberating Structure designed to facilitate peer-to-peer coaching, enabling participants to gain insights and advice on personal challenges through rapid consultation rounds. This method enhances skills in seeking assistance, articulating challenges, and providing constructive feedback, fostering trust and self-organization within groups. Agenda for a Virtual Agile Coaching Clinic Featuring Troika Consulting: Experiential Learning Option 1. Welcome and Introduction (10 minutes) • Greet participants and outline the session’s objectives. • Provide an overview of Troika Consulting and its relevance to agile coaching. 2. Setting the Stage (10 minutes) • Establish guidelines to ensure a safe and confidential environment. • Encourage participants to identify a current challenge or question they wish to explore during the session. 3. Explanation of Troika Consulting Process (10 minutes) • Detail the steps involved in Troika Consulting: • Formation of triads (groups of three). • Roles: one ‘client’ and two ‘consultants’. • Process flow: • The client presents their challenge (2 minutes). • Consultants ask clarifying questions (2 minutes). • Client turns away or mutes audio to listen without responding while consultants discuss and provide advice (4 minutes). • Client reflects on the feedback received (2 minutes). • Clarify the importance of active listening and constructive feedback. 4. Breakout Sessions for Troika Consulting (30 minutes) • Divide participants into triads using virtual 1 breakout rooms. • Ensure each participant experiences the role of ‘client’ by conducting three rounds within each triad. • Provide time cues to facilitate smooth transitions between rounds. 5. Group Debrief and Reflection (15 minutes) • Reconvene in the main virtual room. • Invite participants to share key insights and experiences from their sessions. • Discuss how the feedback received can be applied to their agile coaching practices. 6. Q&A and Open Discussion (15 minutes) • Address any questions regarding the Troika Consulting process or specific challenges discussed. • Facilitate an open dialogue on best practices in agile coaching and peer consultation. 7. Closing Remarks (10 minutes) • Summarize the session’s key takeaways. • Provide additional resources for further learning on Liberating Structures and agile coaching. • Thank participants for their engagement and contributions. For a visual explanation of Troika Consulting, consider watching the following video:https://lnkd.in/gJ9ujumH Rick Regueira, CEC, AKT, SPC6, PMP Arthur Zigman Kadon jackson Lovelace Kudjoe, MBA, PMP Andre N Dianne L. McMillan, PMP, CSM, SSM Grant Bramley Joseph LaBara Martina (Tina) Ahonle, PMP®, ACP® ASM Joane Aristilde MBA,TPM, PMP Certified, ML Engineer

2

Transform Your Executive Leadership and Motivate Your Team! ✊🏻 I am Andrea Fleischfresser, an Executive and Leadership Coach, here to help you develop inspiring leadership and take your team to new levels of performance and engagement. 🔹 Executive Coaching With my training, you’ll learn to navigate the corporate world with mastery, making your team more motivated and productive. 🌟 3 Foolproof Tips for Effective Leadership: 1. Set Clear Goals: Define precise objectives and share your vision with the team. When everyone knows the destination, the journey becomes more efficient. 2. Recognize and Celebrate Achievements: Validate the accomplishments of each team member. A motivated team is crucial for achieving exceptional results. 3. Lead by Example: Be the reference in actions and attitudes. Your team needs a role model and a guide in challenging times. For more tips and insights on leadership, ➡️follow me⬅️and never miss an update! Click the link in my bio and contact me for more information on how to transform your leadership and the productivity of your executive team. • • #ExecutiveLeadership #PeopleManagement #Motivation #Productivity #PersonalDevelopment #ExecutiveTraining #SuccessfulTeam #EffectiveLeadership #MotivatedTeam #LeadershipSkills #ProfessionalGrowth #Entrepreneurship #ExecutiveCoaching #Mentoring #FemaleLeadership

20

🧠 Psychological Safety 💡 I recently read a book by Timothy R. Clark titled "The 4 Stages of Psychological Safety," and it changed the way I think about the workplace. I have always craved psychological safety - but I didn't know how to describe it, how to break it down, or how to create it for others. Clark's book empowered me! The book breaks it down into 4 stages: 1️⃣ Inclusion Safety 2️⃣ Learner Safety 3️⃣ Contributor Safety 4️⃣ Challenger Safety A person's sense of psychological safety increases with each stage. How does this fit into DEIB? Teams, departments and companies - without focus on DEIB, can flounder at the earliest opportunity to create psychological safety for marginalized groups of people. Failing to intentionally create inclusion blocks a person from learning, contributing, and challenging the status quo - leading to stale and often outdated practices and technologies. ✨ Psychological Safety = Innovation ✨ Gain more insights from McKinsey & Company here: https://lnkd.in/gn5ebtCV How does your company create psychological safety? I'd love to hear from you! Send me a message or drop a comment here 👇 #inclusion #psychologicalsafety #DEIB #innovation

11

What do they have in common? This is a teaser for our Live Talk with the Organizational Network Club Members today. This peer-to-peer learning Talk will be about ripple speed and business dynamics in change initiatives. We meet at 11 AM (PT) / 2 PM (ET) / 8 PM (CET)! Not a club member yet? Sign up and join today's talk: https://lnkd.in/dhp7xvK9 #Change #RippleEffect #BusinessDynamics #Networks

6

3 Kommentare

How to #lead now...CREATE. 16 experiences how to lead in change. Today #15: CREATIVITY ROCKS. ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit. English transcript: Fifteen. #Creativity. Very, very important. I spoke to a person who writes creativity books. He travels around the world and tries to find out how to be creative. How do people do it? Very interesting. And that's my way of explaining it. So, we have 26 letters, at least in German. And then there are endless stories, endless books, it never ends. That's because of creativity. Then I have twelve notes, like on the piano the white and the black keys. And you all know an infinite number of melodies. Classical, jazz, hip-hop, everything possible - because of creativity. And the same with numbers 0 to 9, I can calculate the flight to the moon, I can calculate GenAI, etc. - because of creativity. That means when someone comes and says: I need more people, more money, etc. Then I always say: wait, maybe you can solve that with creativity. Because creativity needs very, very little input, very little input, but it needs the space, this empowerment, etc. And then you can do things that can deliver infinite return on investment, with very, very little input.

6

2 Kommentare

Embracing Long-lasting Behavioural Changes While Embedding Psychological Safety at #OSMS24 As the last day of this 3-day conference begins, the focus is on groundbreaking approaches that elevate the dynamics within our workplaces. One of the themes Franziska S. & I spoke about was the integration of neuroscience-based long-lasting behavioural change techniques, mental health first aider tools and the necessity of establishing psychological safety within our workplaces. #Neuroscience provides profound insights into how our brains work, influencing our behaviours and interactions. By leveraging these insights, businesses can implement strategies that promote sustainable positive behavioural changes to enhance focus, resilience, adaptability and cohesion. These benefits can be gained only when #Management works with #AgileCoaches / #ScrumMasters as one united front, away from a THREAT state towards a REWARD state. #PsychologicalSafety is the cornerstone of high-performing teams, role-modeling leaders and healthy businesses. When Agile Coaches / Scrum Masters feel safe to express their thoughts, take risks and make mistakes while still being supported by management, without fear of retribution, innovation and collaboration flourishes, spilling over to their teams and directly reflects on their company culture & ROI. This involves active listening, eradicating assumptions, being curious about other’s perspectives, having compassion & empathy and encouraging diversity of thoughts & ideas without judgment on a business-wide scale. Creating an environment of psychological safety requires intentional efforts from both a top-down & bottom-up approach. It’s a responsibility of everyone in a business. #Management: * Fostering a more supportive & motivating psychologically safe environment * Building trust between them & Agile Leaders / Scrum Masters, incorporating them in decision-making processes and recognising & celebrating their efforts * Mirroring a culture of growth & resilience towards a REWARD state #AgileCoaches / #ScrumMasters: * Remembering you’re the voice of your team & their biggest supporter * Building trust between you & management, incorporating them in decision-making processes and recognising & celebrating their efforts too * Promoting a culture of growth & resilience towards a REWARD state #Teams: * Speaking up when you don’t feel psychologically safe and supported * Building trust between you, your Agile Coaches / Scrum Masters & team members, contributing ideas, taking ownership of your work and collaborating effectively * Recognising & celebrating each others efforts These concepts, when consistently implemented, cultivate healthy, psychologically safe and productive environments where every member of an organisation feels valued, supported and empowered to thrive together. #Agile #Scrum #SCARF #FOCUS #NLI #Neuroscience #ICF #PersonalDevelopment #ProfessionalDevelopment #MentalHealth #Team #Leadership #Coaching

7

How to #lead now... (english transcription) The first question for me was, how does something new come into the world? Everything is basically occupied, the brain is full, the hard drive is full, the calendar is full. How does something new come into the world? And for me it is basically this overlap. Why? Because there are people who say: hey, man, we could do that, we have aspirations, visions. We can fly to the moon. Like Elon Musk, he also has the craziest ideas. Children have the craziest ideas: where would my extra two eyes be if I had four eyes. The adults say: behind my head. The child says: here in my throat, because I could see my heart. So, it's really easy to go crazy. And there are people in every team who say: hey, man, why don't we do it like this and like that and like that.  Of course there are others who say: aha, data protection, legal issues. We've already done that. We don't need it and so on. And the new thing for me arises exactly in the middle, from this AND. And as a manager I of course sometimes have to make a decision and not make everyone happy, but the more overlap, the more sustainable the new thing will be. And that is practically my experience number one.

3

2 Kommentare

#deepthought In the words of Ashleigh Warner, "𝗕𝗲𝗻𝗲𝗮𝘁𝗵 𝗲𝘃𝗲𝗿𝘆 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝘁𝗵𝗲𝗿𝗲 𝗶𝘀 𝗮 𝗳𝗲𝗲𝗹𝗶𝗻𝗴. 𝗔𝗻𝗱 𝗯𝗲𝗻𝗲𝗮𝘁𝗵 𝗲𝗮𝗰𝗵 𝗳𝗲𝗲𝗹𝗶𝗻𝗴 𝗶𝘀 𝗮 𝗻𝗲𝗲𝗱. 𝗔𝗻𝗱 𝘄𝗵𝗲𝗻 𝘄𝗲 𝗺𝗲𝗲𝘁 𝘁𝗵𝗮𝘁 𝗻𝗲𝗲𝗱 𝗿𝗮𝘁𝗵𝗲𝗿 𝘁𝗵𝗮𝗻 𝗳𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿, 𝘄𝗲 𝗯𝗲𝗴𝗶𝗻 𝘁𝗼 𝗱𝗲𝗮𝗹 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗰𝗮𝘂𝘀𝗲, 𝗻𝗼𝘁 𝘁𝗵𝗲 𝘀𝘆𝗺𝗽𝘁𝗼𝗺." This profound insight offers a powerful lens through which leaders and coaches can enhance their approach to managing teams and fostering positive work environments. It urges us to look deeper into the actions and reactions of those we lead, to see beyond mere surface behaviors and explore the underlying #emotions and needs driving them. As leaders, when we encounter challenges or conflicts within our teams, the immediate response is often to address the #behavior itself. However, if we pause to consider what #feelings might be provoking this behavior and what unmet needs are present, our approach shifts. By addressing these core needs, we not only resolve the immediate issue more effectively but also nurture a more empathetic, understanding, and resilient organizational culture. Such a perspective doesn't just apply to professional leadership but is equally relevant in #coaching, #mentoring, and every interpersonal interaction. It's about moving from a reactive stance to a proactive one, where the goal is not merely to correct but to #connect and #understand. I invite you to reflect on this approach: How can we apply this understanding in daily interactions with our teams? Can we become more attuned to the unspoken #needs that drive behavior, and how might this shift improve our effectiveness as leaders? #comment Just to illustrate - In this iconic scene from Good Will Hunting, Robin Williams' character addresses Matt Damon's character about his defensive behaviors, underlying pain, and unmet needs. It's a profound exploration of how past trauma can influence present behavior, and how understanding and compassion can lead to healing. 𝘝𝘪𝘥𝘦𝘰 𝘤𝘭𝘪𝘱 𝘰𝘸𝘯𝘦𝘳: 𝘔𝘢𝘹 | 𝘝𝘪𝘥𝘦𝘰 𝘴𝘰𝘶𝘳𝘤𝘦: 𝘠𝘰𝘶𝘛𝘶𝘣𝘦 #leadership #emotionalintelligence #organizationalculture

10

1 Kommentar

Since the highly successful IOP Conference in Perth recently, Vivien Forner and I have been liaising and sharing thoughts and research about the connection between leaders who take care of their own wellbeing and the wellbeing of their team members. Vivien has shared some of the research we found in this post. The key points from the research are: 1. a leader' stress and wellbeing can influence employees' wellbeing through a process known as 'emotional contagion'; and 2. leaders who prioritise self-care, increase the likelihood that employees will engage in self-care and those leaders also exhibit higher levels of staff care. The key message for leaders is "put your own mask on first" if you want to create a thriving and flourishing culture. #workplacewellbeing #leadership #flourishing

16

2 Kommentare

Have you ever wondered how to become a coach? 🏃🏾‍♀️ I just completed an awesome 11 week long journey with Master Coach Dr. Shiny Burcu Unsal, ICF MCC, NLPT, PhD, and a group of fantastic fellow coaches all around the world - this was working towards my PCC (Professional Certified Coach) certification, or level 2, with the only international body that sets the standards for coaching world wide - the International Coaching Federation or ICF. I started my coaching journey with Shiny summer of 2023, and completed my ACC certification in March of this year, and now the next milestone is PCC for 2025! Here are some things I love about working with Shiny and her programs: 1. They are ALL ICF Accredited! 2. The value far exceeds the pricing, every single time 💙 3. She makes learning fun 😄 4. She is a master of the whole journey of all the different steps and criteria it takes to become a certified coach, and have the skills to successfully drive transformations with clients! 5. The community of other coaches she brings together is global and not just limited to the U.S., and this adds so much more richness and context and nuance to our learning together! Why get certified? - ICF credentials are recognized all around the world - so if you're like me and dream about moving one day to Spain or France or Italy or India - you can continue to do coaching work, have an impact and income 😍 This is not an investment just for right now, this is an investment into your potential long term future! - Everyone is calling themselves a "coach" these days - and yet they have no clue what coaching is really like. Coaching is transformative, when done right. Mentoring is great, but coaching is way more powerful from what I've learned over the last 2 years. Your ICF credentials differentiate you from the sea of "coaches"! - Build your confidence to know how to coach, get really good at it (that's why ICF has a requirement of 100 coaching hours for ACC and 500 coaching hours for PCC!) - Getting certified gives you the skills you need to be a rockstar coach, and makes you feel empowered - and that is the first step to starting your coaching business! 🔥 Dr. Shiny Burcu Unsal, ICF MCC, NLPT, PhD is hosting a one time exciting Masterclass on how to start and run a coaching business - "How to become a 6-figure coach" and sharing with you the key tools, systems and processes it takes to get there (it's a journey!) - the best part - it is FREE ! While I have a clear business model for coaching and training, have run two successful cohorts, signups are underway for my next cohort, and I'm excited to grow and scale this in 2025, I always learn something new while working with Shiny - so I'm clearing out my calendar and I'm going to be there with curiousity and my learning ears open 👂🏾 👉🏾 What about you - will you be join us? (Register ASAP - limited seats - this is on Monday Nov 11th - link in comments)

5

4 Kommentare

From "I" to "WE-silience" I'm excited to discuss the critical #future #skill of resilience, evolving from individual to team to organizational levels. In our current era of polycrisis, building #resilience is more crucial than ever. Discover the 12 key resilience skills and learn how to shift our inner states to thrive amidst challenges. It's not just about personal strength but also about cultivating adaptability to navigate external circumstances effectively. Join the conversation on building a resilient future together!

1

"Coach sein kann jeder…“ Ich bin dankbar und stolz, meine PCC-Zertifizierung (Professional Certified Coach) von der International Coaching Federation (ICF) erhalten zu haben! Im Verband bedeutet dieser Meilenstein: 👉 Über 500 Stunden Coaching 👉 125+ Stunden ICF-certified Coaching-Ausbildung 👉 Das Bestehen einer strengen dreistündigen Prüfung Für manche mag dies nur ein Zertifikat sein, aber in der Welt des Coachings bedeutet es ein Engagement für hervorragende Leistungen und eine Verpflichtung, die höchsten Standards in Praxis und Ethik einzuhalten. https://lnkd.in/e8KZ6wrH Für mich persönlich ist Coaching nicht nur ein Job; alle, die mit kennen wissen, dass es meine Leidenschaft ist. Es erfüllt mich, 💫Teams in Veränderungsprozessen Stabilität zu geben 💫Vielfalt und Integration in unseren Organisationen zu fördern 💫 Sozialen Organisationen mehr Leichtigkeit für ihr gesellschaftliches Engagement zu bringen 💫 Konflikte zwischen Kollegen und mit Vorgesetzten zu begleiten für eine bessere Balance zwischen Ich- und Wir-Bedürfnissen. Makes life easier! Vielen Dank an alle, die mich auf dieser unglaublichen Reise begleiten: ORSC-Wonderones&Faculty, Family&Friends, my Lawyer (kleiner Scherz 😝), meine Klienten-Teams und Konfliktpartner für euer Vertrauen in den Prozess. Lasst uns gemeinsam feiern! In den nächsten zwei Wochen biete ich 10 kostenlose Coaching-Gespräche für Konfliktsituationen im Business an. Wählt euch zu zweit oder allein ein. Welcher Konflikt belastet dich? #teamcoaching #PCC #ORSC #ICF #Konfliktgespräch

58

34 Kommentare