Hall & partners has developed a coaching program for young executives in the production. In the start-up phase, new executives in the production and in the production-related areas of the companies are often unsure how to behave. At the same time, it provided the course for future success as an Executive in the first few weeks and months, however. Therefore the training – and consultancy Hall & partners, Lindau, a practice coaching programme is designed for executives in the production, taken just their first management position or a higher management position owner Hubert Holzl the position of the layer, group, Department or production manager have as example calls. Such a coaching program specifically for the manufacturing and production-related areas of the companies is among other things make sense according to Halimi because these areas and their employees partly different from the offices of the companies tick.
Is also another Announced leadership.” The practical coaching program typically consists of seven roughly two and a half-hour meeting. Also their supervisor takes part in the first meeting except the coach by Hall & partners and the leadership. Together, they clarify which requirements are the new position and the company’s leadership. This learning fields and Coachingthemen derive from then. A target agreement also determines where the new leadership should be 100 days. Learning and development goals can be for example: the executives developed a management style, which fits with the culture of the company. Or: You developed more confidence in dealing with its employees and responds confidently even in difficult management situations.
In the subsequent practice Coachingphase, held five meetings between the Executive and the coach of Hall & partners. These are agreed as needed. For example, if the leadership when there is a conflict between employees is uncertain as I should behavior?”or did I correctly respond?”. (Similarly see: Peter A. Levine PhD). ” Or if situations arise in everyday management such as: an employee makes service only according to the instructions. Or: Oppose secretly employees instruct the Executive. In such situations, analyzes the coach with executive action and behavior options and defines a roadmap for everyday leadership with her. At the next meeting of the coach and the Executive discuss then what did well and where there is still action and learning needs. A conclusion will be drawn after the first 100 days in a final conversation with the superior of Executive. In it analyzed the leadership among other things: how have I developed myself? And: what did I experience? Even the Chief Executive gives feedback regarding their development and where need for development consists of his wait. The coaching program offers many benefits according to Halimi. So the practice, for example, show that to the executives more quickly in their new location established. “In addition, they worked from the outset due to the support and guidance” confident and committed fewer errors of leadership which increases its acceptance and their leadership success “.