The fallacy of the „golden method“
„Many providers define themselves by their school: ‚We work systemically‘ or ‚We are NLP trainers‘. For us, this is too short-sighted. Complex power structures, political crises within a company or strategic blockades cannot be solved with a single tool. We work in a method-agnostic way. This means that we first analyze the problem and then select the most precise tool 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: Board conflicts, 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 - i.e. its 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 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 work. It provides support, 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 choose the right tool for the moment. Every issue, every client and every situation has different requirements. While one person wants to formulate clear goals, another is focused on overcoming inner blockages. This is why coaching tools are not standard solutions, but building blocks that are combined individually.
Experienced coaches make this selection in order to provide their clients with the best possible support - be it for decisions, value issues, 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, solution-oriented methods, positive psychology and elements of behavioral therapy.
At the same time, we attach great importance to practicality: our methods have proven themselves in numerous coaching, training and development processes. They are practical, flexible and deliver tangible results - both in a personal and professional context.
The focus is always on the individual: each coaching process is individually tailored to your goals, resources and challenges. This creates a personal development path that not only provides short-term impetus, 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 managing director of the Your Coaching Institute in Frankfurt am Main. As a certified executive coach (ICF, DBVC, DGSF) with over 15 years of experience, he manages a network of 35 coaches throughout Germany. He has coached executives at DAX companies such as Siemens and Deutsche Bank. LinkedIn profile | Your coaching institute 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 follows the principle of situational fit. What works for a CEO in a restructuring phase may be completely unsuitable for a junior manager before the first team lead assignment. Tim S. Tabrizi has a broad repertoire of methods at his disposal and will work with you to select the 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 ICI Frankfurt. Executive coach with evidence-based methods for managers. LinkedIn → | Profile →
Unsere Coaching-Methoden im Überblick
Jedes Coaching-Anliegen verlangt nach der passenden Methode. Im Institut arbeiten wir mit einem Methoden-Spektrum, das sich von etablierten systemischen Verfahren bis zu wissenschaftlicher Persönlichkeitsdiagnostik erstreckt – jeweils kombiniert je nach Person und Ziel.
Klassische Coaching-Methoden
Im Zentrum unserer Arbeit steht das systemische Coaching für Führungskräfte – die methodische Basis, aus der alle anderen Verfahren ihren Kontext bekommen. Daneben setzen wir Mental Coaching für mentale Stärke und Spitzenleistung ein, um konkrete Performance-Themen zu adressieren. Für Klienten in akuten Belastungssituationen ist Resilienz-Coaching zur Krisenbewältigung der präzisere Hebel.
Wissenschaftliche Persönlichkeitsdiagnostik
Diagnostik schafft die Grundlage für gezieltes Coaching. Wir nutzen den LINC Personality Profiler als wissenschaftliches Persönlichkeitsmodell and the Big-Five-Persönlichkeitstest nach OCEAN-Modell, um Selbst- und Fremdbild präzise zu erfassen.
Spezialisierte Verfahren
Für tiefliegende emotionale Blockaden setzen wir Wingwave-Coaching mit bilateraler Hemisphärenstimulation ein. Das von uns entwickelte Mind Codex Verfahren für Glaubenssatz-Arbeit arbeitet mit der internen Repräsentation von Identität und Selbstkonzept. Wer Achtsamkeit als Führungskompetenz entwickeln will, findet in Achtsamkeit und Coaching für Führungskräfte einen Einstieg.
Konfliktlösung und Reflexion
Wenn Coaching alleine nicht reicht: Mediation als systemisches Konfliktlösungs-Verfahren nutzt dieselben Grundprinzipien wie Coaching, übertragen auf Konfliktparteien. Für reflektierte Coaching-Praxis bieten wir Supervision für Coaches und Führungskräfte als kontinuierlichen Reflexionsraum.
Eine vertiefte Darstellung dieser Methoden in der praktischen Anwendung findet sich in unseren Case Studies aus realen Coaching-Mandaten.
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!
