Leadership Coaching Munich
be YOU:
Lead Authentically –
with a style that matches you.
So you can lead—as your true self.
Coaching gives you the peace of mind and space to develop your own leadership style: not out of pressure, not out of inherited patterns, and not out of expectations.
If you’re a leader but don’t recognize yourself in this.
You’ve grown into a leadership role – through a promotion, a change in position, or your own initiative. Professionally, it was the right move. But the way you lead today doesn’t quite feel like you. You feel as if you’ve put on a suit that fits you technically, but in which you can’t quite move freely.
Sometimes you fall back on a style you once experienced as an employee – even though you knew back then that it didn’t suit you. Today, you nevertheless reproduce it because it’s simply there when the situation becomes stressful.
Under that very pressure, you slip into a command-and-control style: quick announcements, clear directives, less input from others. It works in the short term – but in the long run, it falls short of what you believe is possible.
In meetings, in performance reviews, and when making decisions, you act as if you’re on autopilot. As if you’re playing a role written by someone else. Afterward, you often think: That’s not really who I am.
Yet you know there’s a style that would be your own. You just haven’t found it yet – or you’ve lost sight of it in your day-to-day life.
If any of these topics resonate with you, it’s worth scheduling an initial conversation. During a free Discovery Call, we’ll explore together where you stand—and whether my guidance is a good fit for you.
What kinds of topics do executives typically bring up?
These are typical situations in which I frequently work with executives from IT and other fast-paced industries. They reflect the areas where their own leadership style is being tested today:
- High turnover and a constant shortage of staff
- International teams with diverse cultures
- Remote work across different time zones
- Challenging team members who march to the beat of their own drum
- Conflicts in matrix organizations
- A feeling of being overwhelmed.
You’ve probably been trying to find a solution to a similar challenge for some time now. But no matter what you’ve already tried, it always fails for the same reason: you simply can’t think of any alternatives or new courses of action.
Or you know exactly how you’d like to resolve the situation, but at the crucial moment, you end up reacting the same way you always do. You act as if you’re on autopilot.
Fluctuation
The applicant market has long since turned around. What has long been a fact in IT has now also arrived in many other sectors:
It is not the employee who applies to the company, but the company and the manager who apply to the employees.
Once you have finally found the right people, it is important to retain them – and not just for service by the book, but also for the necessary extra mile.
With classic command & control management methods such as carrots and sticks and long-term targets, highly qualified employees will quickly leave. This is because modern employees want to contribute their own ideas and opinions.
According to Gallup, 68% of employees only do their work by the book, 15% have even resigned internally due to shortcomings on the part of their manager. Depending on the study, the willingness to change is up to 60%. In contrast, emotional loyalty prevents fluctuation. According to Statista, the working atmosphere is the most important factor for company loyalty for 56% of employees.
International teams
A major challenge arises from today’s usually international or intercultural environment. Virtually every large company has locations around the world with which it regularly collaborates. In the IT sector in particular, it is common to outsource software development abroad.
Managing teams at other locations, in other time zones and/or with different cultures are additional challenges to the already high workload. Communication in particular often becomes a hurdle, as many cultures communicate much more indirectly than we Germans generally do, and a lot is also lost remotely. As a result, there is a high risk of missing crucial information.
On the other hand, diversity can also become a competitive advantage if it is used correctly.
Challenging characters
In addition to the challenge posed by different cultures, IT companies and other technical and scientific sectors have an above-average number of highly introverted employees (including autistic tendencies), which is statistically relevant.
As they find it difficult to interact with other people, it is hard to recognize what they are really thinking and how they are feeling. They find teamwork difficult and conflicts are practically inevitable.
It is then essential for you as a leader to be able to read the smallest clues “between the lines”, i.e. in body language and facial expressions. Otherwise you will miss the fact that they are already “on the go”, that they are completely overloaded, that a project will not be completed on time, etc.
Conflicts in matrix organisations
The matrix organizations with separate functional and disciplinary responsibility or line management parallel to the agile/SAFe organization, which are often common in IT, have great potential for conflict. This is because each individual employee has to report to at least two people who do not report to the same higher authority.
It quickly happens that these people are not coordinated with each other and give different instructions. Conflict is already inevitable.
What Happens in Executive Coaching.
Behavioral patterns that hold you back today are rarely weaknesses. They are old responses to old situations – once useful, but no longer appropriate. In coaching, I help you reflect on these patterns as an equal, without judgment. That way, blind spots become visible.
As a neutral observer outside your system, I offer you a safe space to rediscover your leadership style – with strengths you may underestimate and values that often get lost in the day-to-day.
You won’t leave coaching with a ready-made “leadership style concept,” but with a clearer sense of how you want to lead – and with concrete next steps to put that into practice in your daily life.
What’s Changing—Your Leadership Style, Tailored to Who You Are.
Here’s what leaders describe when things start to shift: They no longer lead by the book or according to inherited patterns, but rather from a place that truly aligns with who they are. This makes their leadership easier—not because it’s less demanding, but because they’re no longer working against themselves. And their team feels the difference.
This page is part of the “Be YOU – (Re)discovering Yourself” section.
If you’re still unsure whether your question relates more to your leadership role, a career change, or a broader phase of life, you’ll find an overview there.
Frequently Asked Questions about Leadership Coaching
For whom is executive coaching suitable?
For executives who have taken on a new role, who don’t fully recognize themselves in their leadership role, or who have lost touch with themselves under the pressure of the position.
How do you approach executive coaching?
We start with a free discovery call, during which you’ll describe what’s on your mind. From there, we’ll develop a personalized process – typically six to ten sessions, either in Munich or online via Zoom.
What methods do you use in executive coaching?
Systemic coaching forms the foundation. In addition, I use Profile Dynamics® for values analysis, the LINC Personality Profiler, and Positive Intelligence® – depending on what your specific situation requires.
What sets your coaching apart from traditional leadership training?
No external competency model, no checklist for “good leadership.” The starting point is always: Who are you – and how do you lead authentically from that core?
Let’s talk about it.
During a free 30-minute discovery call, we can get to know each other with no obligation. You’ll describe your situation, and I’ll give you an initial idea of whether and how I can support you on your career path.