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Management coaching

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It is most likely you know someone like the type described here, called the 'patient'. With symptoms and complaints the patient googles for diagnoses so he is well prepared before visiting the physician. Meeting his physician, the patient tells what disease he is suffering from and what medication should be prescribed. Moreover, he pays the physician for the consultation!

Does that sound funny? My physician complains about the increasing number of patients of this type.

From my experience the vast majority of managers do the same as the patient:

  1. The manager makes the diagnosis of diseases in his organization.The problem is the manager is always part of the problem himself since he is a party in the interactions generating the problem. Being a player in any game entails a restricted view.
    Would it be more effective when the diagnosis was made by a competent outsider?
  2. The cure applied by managers having diagnosed the disease is reduced to one approach: more of the same. Meaning, let's apply more of the same well known medication and recipies. But the side effects of the applied medication might just be causing more problems.
    Would it be more rewarding to consider new therapies?
  3. How many managers would pay their consultants for a diagnosis they don't endorse, for a solution they did not think of? It is merely so that managers will pay their consultants only when their vision is endorsed.
    Would the return on investment be higher if he/she heard the truth?

Two approaches are applied:

The first one is the more traditional problem solving whereby the rote cause of problems are investigated and solutions proposed. The added value of an external coach lies in the external view which offers a completely different perspective on the problem and solution.

The second one is called “Appreciative Inquiry”. Here the focus lies not on problems, but on the discovery and development of the strengths in persons and organisations. Based on those strengths a variety of innovative paths for strategies and implementation of those strategies are proposed. The added value we offer are the “appreciative inquiry” techniques and the coaching through the stages from discovery to implementation.

Want to act differently? You'll find in me a partner, call me a coach if you want, who is able to put himself in your shoes.
Updated with the toolset of hard skills* I can provide pragmatic solutions for real problems by also handling effective soft skills.

Related articles on management coaching:



Information management in 6'37''



Weblinks about appreciative inquiry


About the organization of a take-in meeting, This e-mail address is being protected from spambots. You need JavaScript enabled to view it me please.

* management techniques, operations research, game theory, knowledge management, semantic technologies and recently complexity theory

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