What Clients, Coachees & Colleagues SayReferences & Case Studies

Professionalis as Foundation - Results as a Benchmark.

Trust is the most important currency in my work – regardless of how we work together. To give you a better idea, you will find various references and case studies on this page. Especially in conflicts and sensitive team dynamics, a completely protected space is a fundamental prerequisite for real change.

Below you will find references and case studies from clients, coachees and colleagues. They illustrate my working methods and the concrete results that have been achieved – whether in confidential one-on-one conversations, intensive workshops or long-term support for international teams.

Enjoy reading – if you have any questions, please feel free to contact me..

Executive Coaching

Change, Transformation and Resistance

Focus areas: Change leadership, resistance, executive coaching, restructuring, transformation
Initial situation:During an organisational transformation/restructuring, a manager assumed responsibility for a newly structured team. The change led to uncertainty within the team and differing expectations regarding leadership and collaboration. Resistance to new processes and increased stress in everyday work affected motivation and made it difficult to implement the objectives.
Objective: Implement transformation, provide guidance, and build a team. The goal of executive coaching was to strengthen the manager's role as a change leader and support her in creating guidance and stability within the team. At the same time, open communication about changes was encouraged, and acceptance of new structures increased.
Intervention: 1:1 Coaching
Result: Transformation mastered, clear team vision, cohesion. The manager gained significantly more confidence in her role as change leader and was able to actively shape the transformation process. Communication within the team became more open and clearer, while uncertainties were reduced. The team developed a more constructive attitude towards the changes and worked together in an increasingly solution-oriented manner.

"The coaching was my compass through this challenging phase, and I more than exceeded my goals. Thank you to Anja for her professional, trustworthy and honest coaching."

— Director Business Unit, Automotive Industry

Role as Leader in Middle Management

Focus areas: Leadership skills, team motivation, communication
Initial situation: A middle manager at a medium-sized technology company was under considerable pressure between the strategic expectations of C-level management and growing dissatisfaction within his own team. Declining motivation, defensive communication and tensions within the team were increasingly affecting team performance.
Objective: Clarity in the leadership role and effective team leadership. Develop confidence and soft skills to solve the challenges and rebuild team motivation in a sustainable way.
Intervention: 1:1 Coaching
Result: Greater clarity, stronger leadership, motivated team. The manager developed a significantly stronger leadership presence and clarity in their role vis-à-vis the C-level and the team. This led to a significant improvement in the implementation of the change process. Optimised communication within the team led to a lasting increase in motivation, personal responsibility and genuine team spirit.

"Thanks to the coaching, I now actively shape my role and lead my team professionally and extremely effectively."

— Senior Unit Director, Tech Company

Team Coaching

Conflict Resolution in the Management Team

Focus areas: Conflict management, leadership alignment, team dynamics, conflict prevention
Initial situation: ensions had been building up within a management team at a company over a long period of time. Different expectations, communication styles and priorities led to recurring conflicts and made it difficult to make decisions on strategic issues.
Objective: To create psychological safety within the team and identify potential conflicts preventively. The aim was to stabilise cooperation within the management team by creating psychological safety, to establish a constructive basis for joint decisions and to defuse potential conflicts preventively in the future.
Intervention: Leadership workshops and structured conflict resolution discussions.
Result: The management team has a safe space, fewer conflicts, and easier decision-making. he management team jointly developed a tailor-made safe space for collaboration and decision-making. Conflicts were significantly reduced, while communication became more constructive and solution-oriented. Strategic collaboration within the management team improved sustainably.

"We all had mixed feelings about the content of the team coaching because we had these conflicts. Anja's concept and approach very quickly turned this into something completely positive: we resolved all our conflicts – big and small, unspoken and open – and are now able to create a safe space for ourselves. This helps our company and us enormously."

— Managing Director, medium-sized company, manufacturing

Intercultural Collaboration in Global Teams

Focus areas: Intercultural competence, global teams, international cooperation, conflict prevention
Initial situation: A team with an international line-up at a globally active company was experiencing considerable friction in its cooperation. Different cultural influences, communication styles and working methods led to misunderstandings, inefficient coordination processes and recurring conflicts within the team.
Objective: Effective, conflict-reduced cooperation in an international team. The aim was to strengthen intercultural cooperation in the global team, to better understand cultural differences and to reduce language and cultural barriers in daily cooperation. At the same time, a common basis for effective communication and cooperation was to be created.
Intervention: Moderated team workshops on cultural awareness and joint development of a framework.
Result: Result: More trust, fewer conflicts, better collaboration. The measures led to significantly improved collaboration. Internal team conflicts were significantly reduced, while mutual understanding, trust and appreciation were strengthened in the long term. Collaboration became more efficient, constructive and productive.

"Anja supported our international team to better understand cultural differences and use them constructively. Her facilitation created an open dialogue within the team, which has improved our cooperation in the long term. Trust, mutual understanding and clarity in communication have grown significantly since then. Thank you!"

— Managing Director, Global Corporate

Trainings & Workshops

Leadership Trainings for Chancelleries

Focus areas: Leadership skills development, soft skills, management development
Initial situation: Managers had varying levels of knowledge about leadership due different levels of prior knowledge and experience in the area of leadership. This resulted in differences in their understanding of leadership, communication and employee development. These heterogeneous starting conditions led to different leadership styles and made it challenging to establish a consistent understanding of leadership within the company.
Objective: Systematic training and development of managers' soft skills to ensure a consistent level of quality. The objective was to develop the leadership and soft skills of managers and to establish a common understanding of modern leadership. At the same time, the aim was to create a uniformly high level of quality in key leadership skills such as communication, feedback, motivation and team leadership.
Intervention: Design and implementation of highly practical, interactive training sessions.
Result: High competence and quality in leadership. Managers developed a common understanding of key leadership principles and specifically expanded their communication and social leadership skills. This led to a consistent, high level of competence in the area of leadership and, at the same time, strengthened cooperation and exchange between managers.

"The feedback on Anja's training courses from our managers is consistently excellent: practical, high-quality, technically sound and with a great deal of enjoyment in working together. Thank you very much!"

— Head of Learning and Development, Internationale Chancellery

Moderation of a Strategy Kick-off

Focus areas: Workshop moderation, strategy development, large group moderation
Initial situation: At the start of the financial year, a company planned a cross-departmental strategy kick-off with all departments and the first two management levels. The aim was to jointly develop the strategic direction for the coming year, define key objectives and derive the relevant next steps. Due to the size of the group and the different perspectives of the participants, structured and participatory facilitation was crucial to the success of the workshop.
Objective: Strategy for the financial year, concrete next steps for the quarters.
Intervention: Workshop.
Result: The workshop led to clearly defined strategic goals and concrete next steps for the year. At the same time, a common understanding of the corporate strategy was created, and cross-departmental cooperation was significantly strengthened.

"The moderator managed to involve all participants and create a very open, productive atmosphere. We achieved our goal and at the same time developed a strong shared commitment for the coming year."

— Leadership Team, Municipal Enterprise