The fallacy of the „golden method“
„Many providers define themselves by their school of thought: ‚We work systemically‘ or ‚We are NLP trainers.‘ For us, that’s too simplistic. Complex power structures, political crises within corporations, or strategic blockages cannot be solved with a single tool. We work method-agnostically.”.
This means: We first analyze the problem and then select the most precise instrument from over 50 validated methods of modern psychology and strategy theory.“
Our range of methods in the high-performance sector
1. tools for decision-making power & strategy
When the intellect dominates, we use Harvard concepts, scenario techniques and OKRs. We structure chaos into clear options for action.
- Tools: LINC Personality Profiler (Big Five), Harvard concept, scenario technique, OKRs.
- Use: Strategy workshops, decision-making dilemmas, career planning.
2. navigation in power structures (systemics)
None Manager operates in a vacuum. We use sociograms and stakeholder mapping to visualize political minefields and forge alliances.
- Tools: Sociograms, stakeholder mapping, systemic constellations (business constellations), circular questioning.
- Use: Conflicts within the board, change processes, political "shark tank" navigation.
3. resilience & personality architecture
The air is thin at the top. We use positive psychology and neuro-leadership methods to permanently increase your resistance to pressure.“
- Tools: Resilience training, belief system work, stress regulation (neuro-coaching), value hierarchies.
- Use: Burnout prevention, "loneliness at the top", personal crises.
Glossary: Classic coaching methods explained
An overview of the most common tools that are used in our processes as required:
Insight into our workshop
Transparency creates trust. Even if we work method-agnostically, we use established frameworks as a basis. Here you will find an overview of the classic tools that we integrate into our executive processes as required:
Coaching method:
Why is systemic coaching
such an important technique?
Systemic coaching is one of the central methods in coaching today. Why? Because it doesn't just look at individual problems, but always in the context of its entire system – that is, his relationships,
its environment and its interactions – accompanied.
Especially in complex professional or private situations, systemic coaching provides valuable perspectives, promotes sustainable changes and strengthens the Personal responsibility of the client.
In our executive coaching sessions, we use this perspective,
to make complex power dynamics visible and to identify strategic leverage points within the company.
Coaching methods: a selection of leading tools & approaches
for the professional coach
Solution-oriented coaching
The focus here is not on the problem, but on the solution. The coach activates resources and provides support for specific next steps.
- Focus on goal achievement and practicable solutions
- Resource and strength-oriented approach
- Short, effective interventions with quick results
Mental coaching / visualization techniques
Mental images help to consolidate goals and release inner blockages. The client trains their mind to prepare for the desired results.
- Positive target images strengthen motivation and confidence
- Reducing fears and blockages through mental preparation
- Promoting concentration, self-confidence and performance
NLP Coaching Methods
With neuro-linguistic programming (NLP), thought patterns are made conscious and specifically changed. Language, perception and behavior are realigned.
- Working with beliefs, inner images and language
- Rapid change in thought and behavior patterns
- Diverse techniques for achieving goals and resolving conflicts
Personality-based coaching
The focus is on the individual personality. The client's strengths, values and motives form the basis for personal development and decisions.
- Analysis of values, motives and personality profiles
- Development of suitable strategies based on individual strengths
- Sustainable self-reflection and inner clarity
Positive Psychology Coaching
The focus is on what is going well. Strengths, resources and positive emotions are specifically promoted in order to increase well-being and performance.
- Focus on strengths instead of problems
- Promoting resilience, satisfaction and personal growth
- Scientifically sound interventions for sustainable development
Provocative coaching
Through humorous provocation and direct confrontation, entrenched thought patterns are broken down. The coach challenges the client to adopt new perspectives.
- Humorous but appreciative confrontation
- Quickly recognize and dissolve blockages
- Activation of own solutions through a change of perspective
Resource-oriented crisis coaching
In acute stress situations, existing strengths are activated in order to quickly restore stability and the ability to act.
- Focus on existing resources and coping skills
- Stabilization in acute crises and stress phases
- Development of concrete steps that can be implemented in the short term
Case work according to the Harvard method
Real-life challenges are systematically addressed on the basis of specific situations. The client reflects, analyzes and develops practical solutions.
- Work with real or simulated cases from everyday life
- Promoting problem-solving skills and the ability to reflect
- Direct transfer into practice through realistic scenarios
Effective coaching techniques: reframing, GROW model and more
GROW model
The GROW model provides a clear structure for the coaching process. In the four steps Goal, Reality (as-is analysis), Options (options for action) and Way Forward (concrete next steps) The client is systematically guided through their goal-setting process.
It helps to, Clear goals to define the Realistically assess the current situation and Solution-oriented courses of action to develop.
Reframing
Cognitive reframing (reinterpretation) We do not change the facts, but their strategic assessment. What looks like a crisis (e.g. loss of market share), we redefine as a necessary adjustment through targeted context shifting. This relieves shock paralysis and immediately restores the ability to act.
Scaling issues
Scaling issues help the client to understand his current position on a scale (e.g. 1-10) to evaluate. This will Self-reflection encouraged, the Progress measurable made and Resources activated. This method is Flexible and can be incorporated into almost any session.
SMART goal setting
With the SMART method targets concrete and verifiable formulated:
Specific, Measurable, Attractive, Realistic, Scheduled
The clear definition of goals supports the client in this, to work in a focused manner, the Control progress and the Realistically assess the achievability of the goal.
Values clarification (values work)
In the Clarification of values the personal values and drivers of the client. This creates a better understanding of the client's own Motivation, the inner sense and the Long-term goal orientation. This clarity forms the basis for sustainable decisions and personal development.
Strengths-oriented coaching
At the strength-oriented coaching the focus is on the existing skills and resources of the client. Instead of remedying weaknesses, the client's own Strengths made aware and expanded. This increases the Self-efficacy, promotes the Positive self-perception and motivates people to take new steps.
Inner team (according to Schulz von Thun)
Ambivalence management (inner team) Complex decisions often generate internal contradictions (e.g. „risk vs. security“). We do not treat these impulses as „votes“, but like an internal supervisory board. We moderate this conflict until a unanimous, viable executive decision is reached.
Circular questions
At the circular questions become Relationships, interactions and effects in the client's system. This systemic questioning technique broadens the perspective and helps, Understand connections better. It stimulates the client, to look beyond one's own nose and recognize new solutions.
Timeline work
Regressive strategy planning (timeline) Instead of vague target images, we use the „future back“ method. We mentally put ourselves in the state of the goal we have already achieved (in 5 years) and calculate backwards from there which steps today are necessary. This turns visions into concrete milestones.
Finding the ideal tool - individually for coach and client
In coaching, it is crucial to select the right tool for each moment. Every concern, every client, and every situation brings different requirements. While one person might want to formulate clear goals, another might prioritize overcoming inner blocks.
Therefore, the following applies: Coaching tools are not standard solutions, but building blocks that are individually combined.
Experienced coaches make this selection deliberately to optimally support their clients — be it in decisions, questions of values, reflection or stress management.
Clients also benefit noticeably when the methods used are precisely tailored to their current challenge.
Which tools are suitable for which coaching topic?
| Coaching goal | Suitable methods and tools |
|---|---|
| Define and structure goals | GROW model, SMART goals |
| Removing blockages and obstacles | Reframing, timeline work |
| Making complex decisions | Inner team, sparring partner |
| Clarify personal values and purpose | Values work, positive psychology coaching |
| Strengthen emotional stability and resilience | Resource work, mental training |
| Expanding and reflecting on perspectives | Scaling questions, circular questions |
Our goal:
Each coaching process is individually designed. This results in maximum effectiveness, real change and lasting success - precisely tailored to the needs of each individual client.
Our methodical coaching approach: well-founded, tried and tested, individualized
Our coaching is based on sound psychological models and modern methods of personality development. We draw on scientifically proven approaches such as systemic coaching and solution-focused methods.,
Positive psychology and elements of behavioral therapy are incorporated.
At the same time, we place great emphasis on practicality: Our methods have proven themselves in numerous coaching sessions, training courses and development processes.
They are concretely applicable, flexibly deployable and deliver noticeable results — both in private and professional contexts.
The focus is always on the individual: Every coaching process is individually tailored to your goals, resources and challenges.
This creates a personal development path that not only provides short-term impulses but also enables sustainable change.
Well-founded:
Psychological models, systemic coaching, positive psychology
Tried and tested:
Applicable, proven and holistically geared to the client's everyday life
Individual:
Customized processes, individually adapted to your goals and strengths
Frequently asked questions about our methodology
About the author
Tim S. Tabrizi is the founder and executive coach of Ihr Coaching Institut In Frankfurt am Main. As a certified executive coach (ICF, DBVC) with over 20 years of experience, he leads a network of 35 coaches throughout Germany. He has coached executives at DAX-listed companies such as Siemens and Deutsche Bank. LinkedIn profile | Ihr Coaching Institut on LinkedIn
Why evidence-based coaching methods make the difference
In a market full of self-proclaimed coaches and questionable certifications, we rely on scientifically sound methods with proven effectiveness. Every approach we use in the Executive Coaching is based on empirical research and years of practical experience in working with executives from DAX companies and upper mid-sized companies.
Choosing the right method is not a theoretical exercise, but rather follows the principle of situational suitability. What works for a CEO during a restructuring phase may be completely unsuitable for a junior manager before their first team lead assignment. Tim S.
Tabrizi has a wide range of methods at his disposal and will choose the one together with you. Approach, that suits your specific situation.
Our coaching methods include systemic interventions, solution-oriented short-term therapy according to de Shazer, cognitive behavioral techniques, the GROW model and hypnosystemic approaches according to Gunther Schmidt. This diversity enables us to respond flexibly to the most diverse Leadership challenges from strategic realignment to personal crisis management.
About the author: Tim S. Tabrizi, founder of the Ihr Coaching Institut. Executive coach using evidence-based methods for leaders. LinkedIn → | Profile →
Our coaching methods at a glance
Every coaching need requires the appropriate method. At our institute, we work with a range of methods, from established systemic approaches to scientific personality diagnostics – each combined according to the individual and their goals.
Classic coaching methods
The focus of our work is the systemic coaching for executives – the methodological basis from which all other procedures derive their context. In addition, we Mental coaching for mental strength and peak performance one, to address specific performance issues. For clients in acute stress situations, Resilience coaching for crisis management the more precise lever.
Scientific personality diagnostics
Diagnostics creates the basis for targeted coaching. We use the LINC Personality Profiler as a scientific personality model and the Big Five personality test according to the OCEAN model, in order to accurately capture self-image and external perception.
Specialized procedures
We address deep-seated emotional blocks. Wingwave coaching with bilateral hemisphere stimulation one. The one we developed Mind Codex Method for Belief Work It works with the internal representation of identity and self-concept. Those who want to develop mindfulness as a leadership skill will find it in Mindfulness and coaching for executives an entry point.
Conflict resolution and reflection
When coaching alone is not enough: Mediation as a systemic conflict resolution process It uses the same basic principles as coaching, applied to conflicting parties. We offer reflective coaching practice. Supervision for coaches and managers as a continuous space for reflection.
A more detailed description of these methods in practical application can be found in our Case studies from real coaching assignments.
Do you also give advice or do you just ask questions?
In traditional coaching, pure advice is often frowned upon. In Executive environment we consider this to be inefficient. We work as sparring partners. This means that we change hats depending on the situation. We use systemic questions for reflection, but as ex-CEOs and experts, we also provide clear strategic impetus when experience is required.
How do you choose the right method for my request?
We follow the principle of „diagnosis before intervention“. In the first session we create a profile of your current challenge (political, strategic or personal). Only then do we decide whether to work cognitively (e.g. Harvard concept), systemically (constellations) or confrontationally. We do not force you into a mold, but adapt the toolbox to your situation.
Are these methods also effective remotely?
Yes, for international mandates we use digital whiteboards and specialized tools for virtual constellations. While haptic methods are no longer required, digital formats enable more precise documentation of the results. Nevertheless, for in-depth personality work (e.g. value hierarchies), we recommend a face-to-face meeting in person, at least initially. our institute.
How do we measure the success of the methods used?
Coaching must not be a „black box“. We define clear KPIs at the start (e.g. „speed of decision-making increased“, „conflict resolved on the board“). Methods such as scaling or 360° feedback loops make soft factors measurable. You don't notice the success by the fact that you „feel better“, but by the fact that you are in the Day-to-day business act differently.
What is the difference between systemic and solution-oriented coaching?
Systemic coaching looks at the client in the context of their relationship systems, while solution-oriented coaching focuses on desired states and concrete steps towards a solution.
Which coaching method is the best?
There is no universally best method. An experienced coach chooses the right method based on the client's individual situation, goals and personality.
Are scientifically based coaching methods more effective?
Yes, evidence-based methods such as Cognitive Behavioral Coaching or the GROW model show demonstrably better results in studies than intuitive approaches.
Find more topics and methods here!
