Contents of the programme - Keynotes

Prof. Dr. Stefan Kühl, University Bielefeld

How to deal with standard deviations in organisations – a topical organisational sociology perspective

Prof. Dr. Stefan Kühl, Professor of Sociology since 2004, has been working at Bielefeld University since 2007, among others in the research fields of Social Theory, Organisational Sociology and Interaction Sociology. As a consultant of the company Metaplan, he knows the practice of change management from his own experience and regularly issues provocative theses on it. In his text book “Coaching und Supervision. Zur Personenorientierten Beratung in Organisationen“ (approx.: Coaching and supervision. On person-oriented consulting in organisations.), considered a standard reference among experts, he demonstrates how much one can learn for the practice of coaching by means of scientific distanced observation.

Dr. Christoph Schmidt-Lellek, Frankfurt/M.

Life-Coaching

Coaching has had a jobrelated context ever since it entered the world of business. Considering the current developments in the working worlds, which are increasingly marked by complexity, flexibility, shortened reaction times, risk, blurred bound aries between work and private life, etc., there is the danger of an alienation, reification, instrumentalisation of people. In this VUCA world, an extension of the horizon to life as a whole becomes significantly more important for the coaching and supervisory work. Consequently, life coaching does not only attend to the professional functions of a person, such as the success, effectiveness and efficiency of their work (external impact), but also, among others, to emotional aspects, to how the professional work is experienced and processed (internal impact). This way, the addressed issues are given an existential dimension.

Prof. Dr. Carsten C. Schermuly, SRH Hochschule Berlin

The effects of coaching – taking a look at research and into the future

Over the last few years, research on the effects of coaching has made significant progress and first meta-analyses were published. This speech presents the current state of research on three different effects: Positive effects, negative side effects and canceled coachings. While positive effects are desired, side effects are detrimental effects which are unintended and cannot be traced back to the coaching. Canceled coachings are ended by the clients before the agreed sessions and objectives of the coaching have been reached. Impact factors, i.e. variables influencing the effects, are presented for all three effects of coaching. The second part of the speech introduces different trends which will have an effect on the future of work. It is analyzed, which effect coachings will have to have in future so that clients and organizations benefit from their offer.

Prof. Dr. Eric Lippmann, ZHAW/IAP Zürich

VUCA-World and resulting implications for supervision and coaching

The fundamental basis is an understanding of coaching in which persons are interlinked with the organization through their role. In the first part of the speech (on organization level), the speaker will elaborate on the history and backgrounds of VUCA, agility and increased flexibility of work. In the second part, analogous developments will be presented with a focus on the individual: Based on an identity model from the area of Gestalt therapy, it is shown how the individual being is affected by developments such as increasing flexibility, fragmentation and hybridization. The «Chameleon Paradox» of adaptation and autonomy, which becomes evident in this context, is demonstrated with the help of examples taken from the Woody Allen classic film «Zelig». In conclusion, the speaker will demonstrate paradoxes which could result in implications for supervision and coaching.

Workshops - Speakers and content

Matthias Sell

For the reasen that the term relationship will be used in many circumstances I have decided to speak of a relational proceedings to include and respect a wider complexity and to get more clearness and precisecness of a relational state and to put this in the forground.To get this term of relationality more precise and do not get stuck in a phenomenological destription of just a perception of a human in a relationaship, we have to go further ahead and understand that Relationality is a basic understanding of human development and  for this it is important in Supervision and Coaching.
This workshop is about this Relationality in Supervision and Coaching. According to research of communication theory, brain research and  new psychoanalytic thinking we will put interaction and transaction in a new productive way.
It will be helpful to describe three different levels of observations, first the  phenomenological level, second  the hermeneutic level of understanding and tird the  psychodynamic level to analyse material and problem issues wtich will be reported by the supervisees or coachees. By this we will have and we will see the basic fundation of relational experence and relational proceedings in the reported case and from that we can go forward to the understand of Relationaltity of the case.This increases the quality of Supervision and coaching.

Louie Gardiner

What is needed now in our supervisor training programmes? How do we ‘train’ and enable coaching supervisors to hold professional clarity and hold uncertainty with ease; find stillness whilst embracing chaos; embody love and respect amidst a sea of disturbance, division and separation? Effective, confident supervisors bring a precious resource to coaches who experience daily the gigantic wave of VUCA distress in the system. 

Mathias Hofmann

Continous changing in and working on several change projects at the same time is the reality for organizations in in the days of VUCA. It’s not surprising, that the culture and identity is evolving too, and sometimes the identity seems to vanish in light of radical changes and disruption of business models. 

What is the central task for leadership and what are the methods for their coaches in this cases of basic changes? The workshop shows some fundamental ideas and presents a real case. The participants are invited to discuss the process and bring in their ideas.

Jutta Kreyenberg

Work 4.0 has a lot of challenges
- complexity and faster changes coming together
- new expectations towards leadership culture in international companies across boarders
This calls for a new leadership 4.0 to help leaders closing the gap between challenge and
reality and to find a new identity both as a person and as a leader.
Of great help is the model "Functional Fluency" (FF). It sets the focus on relationships,
communication and personal identity and gives leaders the opportunity to meet people
effectively. In helping to reflect ones own and the teams strengths and weaknesses and
strongly building on resources, it helps to create a safe foundation for meeting the needs of
our increasingly connected but fractious world.
In this workshop we discuss the use of FF in up-to-date leadership development programs
and its contribution to give identity and orientation in a more agile and healthier leadership
culture.

Christoph Schalk 

The workshop will give an overview on different types of virtual coaching and virtual coaching tools. The participants will develop solutions to transfer coaching methods they typically use into the virtual world. Chances and limitations of virtual coaching will be discussed.

Susanne Rieger

Our global world we work and live with people form different countries, cultural and linguistic backgrounds. We deal with this situation every day and even so they produce sometimes uncertainty and misunderstandings. We interpret situations, meanings of words and gestures in a different way than they were pretending, As Coaches and Supervisors we work quite often with people from different cultures and try to help multicultural teams build bridges of understanding or we prepare Expats for their stay in another country. How do we manage the issue of intercultural and culturel aspects in our Coachings and Supervsions? Which tools we use and more important how we deal personally with it? During the workshop we would like to exchange experiences and maybe set some different aspects in the focus and all this in a playful way.

Prof. Dr. Joachim Thomas

“Experience sampling” refers to the repeated assessment of situational experiences, behaviors and events in the field. Over the past decade, this research method characterized by the key benefits “real-life”, “real-time” and “within-subject” has gained growing interest in diverse areas of application. We provide a short introduction into the features and advantages of the experience sampling method. Illustrated by some studies, this method is presented as an innovative coaching tool within the context of work psychology and occupational rehabilitation. A practical training for the participants is included as well.

Dr. Renate Wunstorf

In Zeiten zunehmender Verunsicherung entsteht der Reflex sich und seine Denkmuster auf gut Bekanntes und auf Vertrautes zurückzuziehen - sowohl in ganz persönlichen als auch in gesellschaftlich relevanten Entscheidungen. In diesem Workshop werden wir die Unterschiedlichkeit der menschlichen Persönlichkeit bewusst wahrnehmen, fröhlich feiern und das Potential der Heterogenität, am Beispiel der Zusammenstellung von Teams beleuchten. 

Hierfür wird es im Workshop eine kurze Einführung in die Persönlichkeitspräferenzen nach C.G. Jung geben, die heute sehr gut validiert und zugänglich sind, z.B. im GPOP, Golden Profiler of Personality. Diese Persönlichkeitstypologie ermöglicht es, Worte für Verunsicherungen und Ambiguitäten zu finden und sie damit im Coaching und in der Supervision zugänglich zu machen. Dieses Modell bietet eine gemeinsame Sprache und somit nicht nur einen Zugang zu der Komplexität der Persönlichkeiten, sondern führt darüber hinaus zu gegenseitiger Wertschätzung und persönlicher Sicherheit.

Prof. Dr. Frank Strikke

Siegfried Lang

Companies are constantly interested in developing their employees personally and professionally. In this workshop, it will be presented as an example of how feedback processes and coaching can clearly support this development. After a brief introduction to the content, criteria for effective feedback and coaching processes are worked out with the participants. The concrete example is then presented: employees in the private customer business of a savings bank receive direct feedback and coaching following mystery shopping. A test group only experiences the test purchases without coaching. Based on the present study, it can be shown that an improvement in sales and counseling interviews and a change in attitude through coaching are achieved significantly.

Birgit Ramon

Wo Erfolg sein kann, ist Scheitern nicht weit: Denn im Grunde ist Scheitern nur knapp verfehlter Erfolg – eine Etappe auf dem Weg zum Erfolg.
Scheitern gilt aber heutzutage häufig als persönliches Versagen. Wir reden über Misserfolge nicht gerne, sondern machen aus dem Scheitern ein Tabu. Dabei lernen wir lebenslang.
Es ist eine gute Strategie sich auch aufs Scheitern einzustellen, wenn man mit Erfolg rechnet.

Scheitern ist nicht gleich Scheitern: Es gibt Situationen, in denen man ‘auf ganzer Linie‘ scheitert und es gibt Vorgänge, bei denen wir nur teilweise das Ziel verfehlen („Knapp daneben ist auch vorbei!“).  Heute wächst die Einsicht in die produktive Kraft des Scheiterns. Denn auch wer das Ziel verfehlt, gelangt ja am Ende an einen anderen Punkt: Das Leben geht weiter und die neue Situation bietet die Chance zum kreativen Anknüpfen. Dabei fördern eine offene Fehlerkultur und angstfreie Atmosphäre Leistungsorientierung und Innovationsfreude. 

Prof. Dr. Jesús Hernandez

The aim of this workshop is to show how our emotions are reflected in our body when in dialogue with other people and the world.

Through bodywork and expression such as writing, painting, movement etc. the participants discover the meaning of dialogue, resonance and mutual exchange. How do we experience interaction in counseling, supervision and coaching? What resonances do we perceive and what do these mean to us?And still further, how do we relate to our environment?

Joachim Klein

Eine komplexe Welt erfordert einen Anhaltspunkt für Orientierung. Beziehungen bieten dafür eine hilfreiche Grundlage für "Heimat", Entwicklung und Neuausrichtung.
In Mentoringbeziehungen mit Coachingelementen kann es gelingen, jungen Führungspersonen Unterstützung zu bieten, die komplexe Situationen bewältigen hilft. Dabei ergeben sich Effekte auf das Miteinander von Generationen und Aspekte von "Mutual-Learning", die beide Seiten bereichern.

Heidrun Strikker 

Business Coachs müssen sich professionell, konstant und methodensicher in ergebnisoffenen iterativen Prozessen ihrer Kunden bewegen - ein Widerspruch?
Schaffung kurzer Planungszyklen, Nutzen von Schwarmintelligenz und Kollaboration in Teams und Gruppen sowie das Gestalten selbstorganisierter Lernprozesse sind Kompetenzen, die in der Führung und so auch im Coaching entwickelt und gefördert werden sollen.
Agile Arbeitsstrukturen erfordern agile Mentalität bei allen Beteiligten dieser neuen Arbeitsformen.
In diesem WA verbinden Sie beide Lernräume - stabile Methodenkompetenz und agile Mentalität - komplementär miteinander.

Prof. Dr. Dr. Janusz Surzykiewitz

"Enhanced efficiency for coaching and supervision – concepts and methods of spiritual and mindfulness interventions"

Of particular value, not only to occupational management theory and practice, but also to coaching and supervisory development, are interventions that can be empirically shown to improve levels of work-related mental health.  Of special value are interventions which have the potential to improve employee levels of work performance, while at the same time can serve as a main source of well-being and satisfaction with life.  Regularly implemented approaches such as spirituality, mindfulness, and self-care practices may help to decrease the high levels of stressors and to serve as coping strategies during particularly difficult times.

This workshop will enhance the diagnostic ability of coaches and supervisors with the skills to implement positive techniques resulting from various studies.  This workshop will give examples of the implementation of relevant methods which are helpful in preventing and coping with stress, anxiety, and depressive symptoms within the work environment.  Practical models will be presented in order to illustrate how enhanced awareness by means of religious, spiritual, and mental practices can help to increase self-care and self-transcendence.  This enhanced awareness in turn can positively affect the coaching and supervisory process as it serves and supports the needs of the client.

For more information about the program see <link aktuelles easc-kongress-2018>www.easc-online.eu

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