Why coaching?
Even experienced, highly competent employees reach their limits – not because they lack expertise, but because certain situations require more than knowledge alone. It is about mindset, behaviour and interaction with others.
Coaching addresses precisely this. I work with your employees on real situations from their day-to-day work – we reflect on their perceptions, question behavioural patterns and develop new perspectives. Better understanding is the starting point – what matters is changed behaviour in everyday practice.
Your employees expand their behavioural repertoire, develop their personality and gain room to act where they previously felt constrained. In times of skills shortages, coaching is therefore an effective contribution to both employee development and employee retention.
Coaching topics
The need for coaching arises when existing problem-solving strategies are no longer sufficient – because requirements, roles or environments have changed. To ensure a high quality of coaching, I focus on topics in which I have extensive experience:
Positioning and self-marketing
Many people do good work – but it is not sufficiently recognised. Your employees learn to make their achievements visible and to shape their position within the organisation consciously – without having to “sell themselves”.
Self-confidence
Self-confidence arises from clarity – about strengths, limits and impact. Those who know what they are capable of present themselves differently. We work on building this awareness and making it effective in everyday situations.
Personal development
Development begins with self-awareness. The starting point is your employees’ strengths and development areas. On this basis, we develop concrete approaches to expanding their behavioural repertoire.
Communication
Misunderstandings rarely arise because too little is said – but because people talk past each other. Your employees learn to express themselves more clearly and to better understand the perspective of others.
Managing emotions
Emotions are not a disturbance – they are a precise indicator of what matters. Your employees learn to use emotions constructively rather than being driven by them.
Personal and professional assessment
Those who understand their strengths, interests and needs can apply their capabilities more effectively – and develop more sustainably over time. We clarify which tasks and environments enable your employees to perform at their best. This creates the foundation for targeted development within the organisation – and for an open discussion about the shared future.
Further information can be found in the separate flyer on personal and professional assessment for employees.
Coaching approach
My coaching is systemic and solution-focused: I consider your employees’ topics in the context of their working environment and develop solutions with them that lead to tangible improvements in their day-to-day work. Your employees are the experts on their own situation. I contribute my professional knowledge and experience. Together, we find solutions that fit their current reality.
New insights are a first step – implementation is what counts. The protected setting of coaching allows new behaviours to be explored and practised. Between sessions, your employees apply what they have learned in practice – and we review their experiences together.
You benefit from my more than 15 years of experience as a coach – complemented by over 25 years in career consulting, recruitment and outplacement.
How I work
Complimentary initial meeting
Coaching only works based on a solid working relationship. I therefore offer your employees a complimentary, no-obligation 30-minute initial meeting – giving them the opportunity to get to know me and my way of working before deciding.
Clarifying the assignment
In the first session, we jointly define the objectives of the coaching and document them in writing. This is based on transparency in the process and a clear agreement on communication between you as the client, your employees and me as the coach.
Review and feedback
In the final session, we review the overall process. My feedback to you as the client focuses on the process – not on the content. What your employees have worked on is communicated by them directly, either to you or to HR. If desired, a joint review meeting with all three parties can also be arranged.
Quality assurance
I place great importance on a clearly defined assignment. I review the coaching together with my clients and, where appropriate, reflect on it anonymously with my supervisor and within my professional network.
Your coach
Peter Näf
Master of Arts University of Zürich
Executive Master of HR Management
Professional career
Motivation
How I work
PRACTICAL DETAILS
Scope of services
- Complimentary 30-minute initial meeting
- Preparation, delivery and follow-up of sessions
- Short phone calls and email contact between sessions
- Feedback to the sponsoring organization
Location
Mühlebachstrasse 43, Zurich (near Stadelhofen station) or online via MS Teams.
Terms & conditions
Business policy
YOUR NEXT STEP
If you have any questions or would like to discuss a potential collaboration, I would be happy to hear from you. I will gladly send you the current terms and conditions upon request.
Phone +41 (0)76 223 97 88 or via E-Mail, WhatsApp or Threema