{"id":8317,"date":"2022-08-19T14:37:00","date_gmt":"2022-08-19T14:37:00","guid":{"rendered":"https:\/\/2026.karrierecoaching.ch\/?p=8317"},"modified":"2026-04-12T13:54:48","modified_gmt":"2026-04-12T13:54:48","slug":"coaching-information-for-company","status":"publish","type":"post","link":"https:\/\/2026.karrierecoaching.ch\/en\/coaching-information-for-company\/","title":{"rendered":"Coaching; information for company"},"content":{"rendered":"

Why coaching?<\/h2>\n

Even experienced, highly competent employees reach their limits \u2013 not because they lack expertise, but because certain situations require more than knowledge alone. It is about mindset, behaviour and interaction with others.<\/p>\n

Coaching<\/a> addresses precisely this. I work with your employees on real situations from their day-to-day work \u2013 we reflect on their perceptions, question behavioural patterns and develop new perspectives. Better understanding is the starting point \u2013 what matters is changed behaviour in everyday practice.<\/p>\n

Your employees expand their behavioural repertoire, develop their personality and gain room to act where they previously felt constrained. In times of skills shortages<\/a>, coaching is therefore an effective contribution to both employee development<\/a> and employee retention<\/a>.<\/p>\n

Coaching topics<\/h2>\n

The need for coaching arises when existing problem-solving strategies are no longer sufficient \u2013 because requirements, roles or environments have changed. To ensure a high quality of coaching, I focus on topics in which I have extensive experience:<\/p>\n

Positioning and self-marketing<\/h4>\n

Many people do good work \u2013 but it is not sufficiently recognised. Your employees learn to make their achievements visible and to shape their position within the organisation consciously \u2013 without having to \u201csell themselves\u201d.<\/p>\n

Self-confidence<\/h4>\n

Self-confidence<\/a> arises from clarity \u2013 about strengths<\/a>, 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.<\/p>\n

Personal development<\/h4>\n

Development begins with self-awareness. The starting point is your employees\u2019 strengths and development areas. On this basis, we develop concrete approaches to expanding their behavioural repertoire.<\/p>\n

Communication<\/h4>\n

Misunderstandings rarely arise because too little is said \u2013 but because people talk past each other. Your employees learn to express themselves more clearly and to better understand the perspective of others.<\/p>\n

Managing emotions<\/h4>\n

Emotions<\/a> are not a disturbance \u2013 they are a precise indicator of what matters. Your employees learn to use emotions constructively rather than being driven by them.<\/p>\n

Personal and professional assessment<\/h4>\n

Those who understand their strengths, interests and needs can apply their capabilities more effectively \u2013 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 \u2013 and for an open discussion about the shared future.<\/p>\n

Further information can be found in the separate flyer on personal and professional assessment for employees<\/a>.<\/p>\n

Coaching approach<\/h2>\n

My coaching is systemic<\/a> and solution-focused<\/a>: I consider your employees\u2019 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.<\/p>\n

New insights are a first step \u2013 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 \u2013 and we review their experiences together.<\/p>\n

You benefit from my more than 15 years of experience as a coach \u2013 complemented by over 25 years in career consulting, recruitment<\/a> and outplacement<\/a>.<\/p>\n

How I work<\/h2>\n

Complimentary initial meeting<\/h3>\n

Coaching only works based on a solid working relationship. I therefore offer your employees a complimentary, no-obligation 30-minute initial meeting \u2013 giving them the opportunity to get to know me and my way of working before deciding.<\/p>\n

Clarifying the assignment<\/h3>\n

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.<\/p>\n

Review and feedback<\/h3>\n

In the final session, we review the overall process. My feedback to you as the client focuses on the process \u2013 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.<\/p>\n

Quality assurance<\/h3>\n

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.<\/p>\n

Your coach<\/h2>\n

 <\/p>\n

\"\"<\/p>\n

Peter N\u00e4f<\/p>\n

Master of Arts University of Z\u00fcrich
\nExecutive Master of HR Management<\/p>\n

Professional career<\/a>
\nMotivation<\/a>
\nHow I work<\/a><\/p>\n

PRACTICAL DETAILS<\/h2>\n

Scope of services<\/h3>\n