Katja Schnitzler

Do you want to sharpen your coaching and leadership skills? Then Dr. Blanka Bellak and I have the right course for you from February to May 2025: The Vienna Coaching Insight Course. It will cover advanced listening skills, leadership coaching, and more. See here for details: https://lnkd.in/dhvED9iG Katharina Kerres, Michelle Lynne, Friedrich F., and Kerstin Kraus are just finishing our Core Course. Ask them about how it is to learn coaching with us 😊 #coachingcourse #leadershipcoaching

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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

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It’s the “small” things that make the largest difference. Knowing how to impact team members in the most influential ways is a huge contributor to a successful change management plan.

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"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

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It was a pleasure to have Oliver Kannapin, Lead Consultant in FranklinCovey DACH and co-author of best-seller "The 4 Effective Leadership Strategies" in German, join me on The Nature of Leadership podcast. Below is one of many valuable insights that came out of our conversation around the influence of leadership, with a focus on the connection between strength of character as a leader, and high-trust, effective teams. I'll ask you the same question I asked Oliver: What's emerging about the nature of leadership that you think we should all take notice of? https://lnkd.in/eFffnW26

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📣 Why to think about cultural differences? 📣 How do cultural differences enrich our lives? 📍 Why to ask questions and learn what colleagues from different cultures think? 📍 Why do great leaders take Intercultural Leadership Trainings and support their teams with Intercultural Communication Workshops? Don't take for granted you have understood what your colleagues mean. We always miss something as we use our own cultures and biases to interprete. #hrconsulting #sales #projectmanagement #marketing

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They are out, the #ICF #Coachingsupervision #competencymodel Thank you Joel DiGirolamo Thomas Tkach Carrie Abner, CAE and all those who have worked diligently on this growing our field. My wish for 2025 - an ICF #credential and approval of programmes as opposed to just CCEs plus SUPERvision even more embedded in credentialing and renewal… ICF have chosen to focus the model on Coaching SUPERvision, however, our faculty at #CoachME note that it can be transferable for SUPERvising mentors, leaders, OD and L&D professionals, trainers, co-coaches, facilitators… Now for a bit of debate and generative thinking. 🤔 I find the phrase ‘coaching the coach’ leads to confusion in the field. We always advocate, right from initial coach training on our Association for Coaching and our ICF Level 1 programmes coaches having coaching for themselves for the experience (of course!). We prefer to say a coaching style of SUPERvision which can be one way to SUPERvise. This discussion came up this week in our #emcc #esqa training for #esia and some of the group were surprised at my stance due to my usually eclectic approach blending, for example somatic work with gestalt approaches and psychodynamic… My take is that if you are coach me on my stuff such as eg a relationships, we may talk about the ways that beliefs or habits play out in my different relationships including with clients and so the topic could come up in SUPERvision with a focus on the business side of coaching work and on the behaviours, ways of being too and yet it is a different focus. Of course, the restorative element of SUPERvision may also shine a light on the topic too. Maybe a dotted line around SUPERvision and coaching the coach, one that is permeable as opposed to being a thick line or division? Of course, in SUPERvision we may also ask for, or a SUPERvisor may offer an opinion or advice from experience or from research and we don’t have to leave with action and accountability (to put the end of a session bluntly). I know Michelle Lucas refers to coaching the coach in a write up as part of her new model too and Julia Carden PhD, PCC, FCIPD has also shared on this this week. Does the phrase confuse those training in SUPERvision and new SUPERvisees? What’s your take? Damian Goldvarg, Ph.D., MCC, CSP, ESIA, ACTC Paul S. Sanbar, MCC ESIA Mirella Treves Caroline Beckett MCC EIA/SP ESIA MA Prof. David Clutterbuck Professor Peter HAWKINS Eve Turner Craig McKenzie Dr Lise Lewis Robin Shohet Benita Stafford-Smith, MCC Jo Birch Edna Murdoch Erik de Haan https://lnkd.in/ghCUak_q I am proud to say that our #40cce #professionalcertificate in #systemicsuoervision and our #emcc and Association for Coaching (AC) accredited #diploma need no tweaks, they are all aligned to ICF’s competency model. #cce #icfcce

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Such impactful and empowering podcast of systems inspired change, reflective of current state of leadership and environment in organization and hat approach that actuallly creates positive change. I loved few notions: Allowing space in systems for “intelligent disobedience” Despite the system individual can create “ripple effect”, “… you can become island of health…” in organization Importance of slowing down inspite of organizational change. So much more… worthbwhile a listen for individual leaders, people leaders and coaches. ✨🙏 CRR Global Relationshop Matters podcast

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𝗗𝗲𝗮𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝗚𝗲𝗿𝗺𝗮𝗻𝘆 🇩🇪 This week I had the pleasure of delivering a training session on change management in Germany. Navigating change can be challenging anywhere, but in Germany, certain cultural specifics play a key role in how employees and organisations respond to change. 𝑯𝒆𝒓𝒆 𝒂𝒓𝒆 𝒔𝒐𝒎𝒆 𝒉𝒂𝒄𝒌𝒔 𝒇𝒐𝒓 𝒎𝒂𝒏𝒂𝒈𝒊𝒏𝒈 𝒄𝒉𝒂𝒏𝒈𝒆 𝒆𝒇𝒇𝒆𝒄𝒕𝒊𝒗𝒆𝒍𝒚 𝒊𝒏 𝑮𝒆𝒓𝒎𝒂𝒏𝒚: 1️⃣ Emphasise structure and planning: Germans appreciate well-organised, structured approaches. Make sure your change management plan is clear, with step-by-step details, timelines and goals. Employees expect to know what's coming and how it will affect them. 2️⃣ Communicate early and transparently: Germans value transparency. It's important to communicate the reasons for the change, the benefits and the expected outcomes clearly from the outset. Surprises are generally unwelcome. 3️⃣ Involve employees and works councils: Collaboration is key. Works councils have considerable influence in German companies and need to be consulted at an early stage. Employee involvement builds trust and reduces resistance. 4️⃣ Training and development: Providing employees with structured training and resources to help them adapt to change shows that you are investing in their development, reduces anxiety and improves commitment. 5️⃣ Patience and consensus: Decision-making in Germany tends to be consensus-driven, which can slow things down. Take the time to build consensus at all levels to ensure lasting commitment to the change.  6️⃣ Long-term focus: Present change as a long-term investment in the company's success. Germans tend to take the long view, so showing how the change aligns with the company's sustainability and future growth will resonate better. Of course, every company and industry is different, so the approach to managing change may vary. However, understanding these cultural elements can provide a strong foundation for smoother transitions. What strategies have you found to be effective in managing change, especially in the German business culture?

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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.

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How to #lead now... 16 experiences how to lead in change. Today #1: How does the new come into the world? ...based on my virtual keynote (GERMAN language) from June 27, 2024 at the Leadership Digital Summit.

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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.

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ICF Germany CoachingLAB 2024 was incredible! Leaders gathered for a future of ethical coaching and positive societal impact. 🌟 Reflecting on the event, the community's passion was contagious. Leaders came together to uplift coaching as a profession, aiming for high ethical standards and a positive impact on society. Here are key takeaways: 💡 Gender and leadership are tightly linked. 💡The last decade has transformed leadership with technology, making it volatile, uncertain, complex, and ambiguous (VUCA). Leaders now need compassion to navigate rapid transformations. They are role models, shaping effective leadership through individualized coaching. Coaching provides: 👉 Personal development tailored to individual needs. 👉 Measurable outcomes: happy clients, resolved conflicts, and clear Return on Expectation (ROE) and Return on Investment (ROI). The truth is: Assumptions need checking constantly! Leadership isn't just about reaching goals but about embracing the journey and supporting others. Coaching guides us like a lighthouse through the fog of complexity, highlighting the importance of empathy and clear communication. Let's continue the conversation on how coaching can transform our workplaces and society. 🤔 What are your thoughts on effective leadership in a VUCA world? 💭 Congratulations to the President Cristina Mühl, and the elected one for next year Anke Paulick, #Leadership #Coaching #ICFGermany #Empathy #Transformation

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#Leadership #Managment #HR <Decisions Reflect Competence > Making decisions regarding employee performance/behavior can be very challenging for leaders/managers at any level - especially with very limited knowledge & understanding of human behavior and this can be quite costly. But very few see and/or know how to assess & calculate that. **What if you had a step-by-step process to help you do that? The ability to do this is a compelling need for every leader/manager. Continuing the conversation here: https://bit.ly/3v7kQTv #Business #Leadership #HR #Management

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📣 Why to think about cultural differences? 📣 How do cultural differences enrich our lives? 📍 Why to ask questions and learn what colleagues from different cultures think? 📍 Why do great leaders take Intercultural Leadership Trainings and support their teams with Intercultural Communication Workshops? Don't take for granted you have understood what your colleagues mean. We always miss something as we use our own cultures and biases to interprete. #automotive #sales #projectmanagement #marketing

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Ok…. So you have two choices. 1. Is your leadership style the one that waits for the fires to happen then you act? If that’s you, then all you do is follow behind the dragon just waiting for those fires to be set before you spring into action. 2. Or…. Do you tackle the dragon head on. Companies and teams that pride themselves being “reactionary” are ALWAYS one step behind; and that kills your culture. Companies and teams that tackle the dragon are WAY better at planning, prevention, and strategy. And that allows your culture to thrive. What are YOU doing to tackle the dragon?

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🚀 Elevate Your Facilitation Game! 🚀 Are you ready to structure the way you facilitate and lead groups toward growth and success? Join us for Inside -> Out Facilitation, a systemic course designed to help facilitators unlock their full potential and create impactful sessions. 🗓 When: 30th – 31st December 2024 📍 Where: 11 Eunos Road 8, #06-01, Room 6, Lifelong Learning Institute​, Singapore 408601 💵 Investment: Join us for our 1 and only Pilot Run at SGD$650 (U.P. SGD $1,300) Why This Course Is a Game-Changer: ✅ Facilitate with purpose through meaningful structures for effective outcomes. ✅ Master the nuances in applying core facilitation skills to calibrate engagement and ignite team growth. ✅ Embrace your power to embody the essence of a systemic facilitator with supportive presuppositions. This isn’t just another workshop—it’s a chance to develop skills, mindset, and presence to make every facilitation session impactful. 👥 Ideal for: Professionals, managers, leaders, educators and anyone looking to amplify their impact as a facilitator. 🌟 Ready to make a difference from the Inside -> Out? 🌟 Seats are limited—don’t miss this opportunity to start 2025 with a powerful new approach! ✉️ Connect with us at [email protected] to learn more!

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𝗪𝗲𝗯𝗶𝗻𝗮𝗿 𝗔𝗻𝗻𝗼𝘂𝗻𝗰𝗲𝗺𝗲𝗻𝘁: 𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗔𝗹𝘄𝗮𝘆𝘀 𝗪𝗮𝗻𝘁𝗲𝗱 𝘁𝗼 𝗞𝗻𝗼𝘄 𝗔𝗯𝗼𝘂𝘁 𝗦𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 … 𝗕𝘂𝘁 𝗗𝗶𝗱𝗻’𝘁 𝗞𝗻𝗼𝘄 𝗪𝗵𝗼 𝘁𝗼 𝗔𝘀𝗸. Since the rise of ‘lean’ in the mid-1980s, many CI leaders have faced challenges in guiding their organizations through the complex topic of standards. To help clarify these concepts, Oscar Roche and I will be hosting a joint webinar on Wednesday, August 21st with Lean Frontiers, Inc. Our goal is to shed light on ‘Standards,’ including ‘Standard Work’ and ‘Standardized Work.’ 𝗪𝗵𝘆 𝗶𝘀 𝘁𝗵𝗶𝘀 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁? A clear understanding of the purpose and differences between these terms can pave the way for more effective use of standards, leading to greater improvement within your organization. During the webinar, Oscar will briefly outline three key definitions as provided by Mr. Isao Kato, who served as Ohno’s HR Advisor during the development of the Toyota Production System. We’ll share two insightful quotes from Kato, followed by an engaging discussion where Oscar and I will: • Explore and illustrate the consequences of misunderstanding ‘work standards.’ • Explain the concepts of the ‘red poster’ and ‘green poster’ with practical examples. • Provide an overview of a logical sequence for developing work standards. 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲? 𝗥𝗲𝗴𝗶𝘀𝘁𝗲𝗿 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘄𝗲𝗯𝗶𝗻𝗮𝗿 𝗵𝗲𝗿𝗲: https://lnkd.in/gEiD_YZX #twi #kata #leanfrontiers #workshop #trainingwithinindustry #leancoaching, #coaching, #leadership, #continuousimprovement #leadershipdevelopment

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