Natalie

Management Coaching

The challenges executives face over the course of their long careers are as varied as life itself. Every rung on the professional ladder brings with it a fresh set of demands that need to be met. They all have one thing in common: The higher the rung on the professional ladder, the harder it is to receive open feedback and support you can rely on.

For executives at the highest and second-highest levels, it can be particularly difficult to receive open and frank feedback, and perhaps even a little support, from those around them. They can find it challenging to reconcile personal opinions with the image they are required to convey. Dealing with crises and uncertainty is often tough.

Career-driven experts and young executives, especially those in their early to mid-thirties, run the risk of running themselves into the ground as they juggle work with family life, or suffering setbacks in one of the two.

The required increase in the competence to deal with complex situations and a high number of variables is disproportionately high when switching from a position as a department leader to a more general management role. Specialist knowledge becomes less important, while a person’s ability to adapt their intelligence, form strategies and lead others increases dramatically.

At Norecu, when we talk about holistic consultancy we mean providing confidential, competent and effective assistance both for our clients (businesses) and our candidates, in almost every aspect of their personal and business goals. Our executive have long-standing partnerships with specialist leadership coaches.

On behalf of our clients we assist in the professional integration process of new executives via a fully integrated onboarding service.

Through executive coaching sessions we support senior experts, supervisors and managers/directors.

Classic commissioning scenarios include

  • Taking on managerial or results responsibility for the first time
  • Professional career guidance, pursuit of concrete professional goals
  • Overcoming professional and personal crises or loss
  • Dealing with uncertainty, competition and a lack of transparency
  • Orientation and personal decision-making – Dealing with complexity
  • Professional accompaniment of succession processes (corporate and retirement succession planning)
  • Increased responsibility: Perspective change from a specialist to a generalist
  • Excessive demands, burnout and the question of personal priorities
  • Reconciling family life with professional demands
  • Developing a personal leadership style, communication and conflict