The correct training for your needs

In half-, one- or two-day trainings, seven days in the week, in-house or at a seminar hotel, we enable you to improve and build on your skills in different subject areas. In the process we always keep the goals of the participants in mind.

In co-ordination with our clients and prospective participants, we clarify the specific needs that are to be addressed. We are then able to prepare and professionally carry out the trainings concerning your requested topics. The trainings are in English or German.

An effective combination of methods
includes discussions, lectures, group work, individual work, presentations, role-plays, use of cameras, story-telling, many exercises, exchange of experiences, systemic-consulting techniques, use of verified psychometric instruments, use of visualization techniques (projector, flipcharts, pin board), training material consisting of handouts and sets of slides
should address different learning types (visual, kinesthetic and auditory learners) as well as different learning styles (active, reflective, theoretical and pragmatic). Thereby we cover in our field of competence business psychology the areas corporate governance, management, communication, personal development and work techniques; and in our field of competence business English, the areas banking English, legal English and social English.

By means of a needs analysis, an appropriate training concept, the professional implementation of the concept as well as the participants’ feedback, we are able to ensure the desired success and future use of the further-education training.

Six exemplary and proven trainings should give you an idea of what is possible. In the “ topic overview” you can see a large range of our trainings (not complete). You decide which topics should be dealt with in depth and which topics should be combined.

Strength-based coachings

Our coachings are oriented to your strengths. This concept is part of positive psychology, which focuses on one’s advantageous characteristics. The coaching addresses your personal assets, not your deficits.

Why does this approach make sense? As a rule, we can agree that management is under enormous pressure. If we concentrate on one’s deficits, the pressure is increased even more, which might lead to demotivation. In contrast, there are positive effects when managers discuss what they like to do: The intrinsic (inherent) motivation is addressed and makes managers, also during the coaching, more receptive and energetic for new approaches in the day-to-day work.

Strengths are developed particularly in good relationships to employees, colleagues, superiors and partners. Through good relationships that are characterized by trust, managers can become attentive to their own behavior that might not be well received everywhere. Trust permits more diversity; trustful relationships increase the competence of the entire team, the department and division. An atmosphere is created that makes it easier to speak about supposed weaknesses.

Discussing weaknesses also is part of the agenda in strength-based coaching but under other conditions. The goal is to consider without pressure the challenging aspects of one’s personality. The goal is also (as in every good feedback discussion) to have the managers go out of the coaching more motivated than when they came in. [in: Wirtschaftspsychologie aktuell, 2014; Deborah Welch, Karen Croissaint, Katherine Reid & Cindy Walker (2014). Strengths-Based Leadership Development: Insights from Expert Coaches [Abstract] Consulting Psychology Journal: Practice and Research, 66 (1), 20-37.]

Our coaching process is oriented towards the well-known four/six phases

1.create contact and orientation

2. ascertain situations and goals

3. develop solutions

4. ensure transfer

5. conduct assessment with coaching participant

6. conduct assessment with the client

Our approach in coaching is methodically similar to our approach in trainings, whereby in coaching the techniques from the systemic consulting are applied with priority. In addition, our combination of methods include

discussions,role-plays, use of camera if needed, exercises, use of verified psychometric instruments if requested, use of visualization techniques (notebook, flipcharts, pin board) and handouts.

The learning type of the coaching participant is addressed (visual, kinesthetic and auditory learners) as well as different learning styles (active, reflective, theoretical and pragmatic).

The “topic overview” provides you with an idea which topics in a coaching can be dealt with in depth. As a basic principle, all contents are discussed in a preliminary consultation with the client and the coaching participant; other topics not included in the overview are possible. Unlike in many trainings from other providers, it is not necessarily our concern that the coaching participant has to constantly develop solutions independently. Based on our extensive knowledge and experience, practical tips can be given if requested.



We also offer you digital solutions: via telephone or videoconference. In addition to the trainings and coachings, further appointments can take place (individual or group) via telephone or videoconference.


Pressure on time and costs make digital solutions increasingly attractive. For many participants, it is more pleasant to have had at least one personal meeting with us before continuing digitally, for example, by means of VoIP, Adobe Connect or Skype. We can discuss which means and which provider optimally serve your interests. Together we will find the best way for you.