The holistic performance improvement approach has accompanied my work as a coach for several years with great success. This approach in coaching aims to improve a person's individual performance in various areas of life. There are several factors that contribute to this approach being so effective: 1. Holistic approach: The holistic performance improvement approach takes into account not only professional aspects, but also personal and social aspects. This means that the entire life of a person is taken into account, which can lead to deeper and more lasting change. 2. Individual adaptation: Coaching is tailored to the individual needs and goals of the person. There is no universal approach that applies equally to everyone. Instead, the coach identifies the client's specific challenges and potentials and develops tailored strategies for improvement. 3. Strengthening self-reflection: Coaching according to the holistic The performance improvement approach promotes self-reflection in the client. Through targeted questions and feedback, the coach helps the client to better understand their strengths, weaknesses, values and goals. This increased self-reflection often leads to greater clarity and focus on their own goals. 4. Support with obstacles: The coach helps the client to identify and overcome obstacles and blockages that hinder their performance. These can be personal beliefs, fears or unfavorable behavioral patterns that need to be overcome. 5. Increased motivation and responsibility: Coaching often strengthens the client's intrinsic motivation. By encouraging and supporting the client to develop their own solutions and action plans, the client feels more responsible for their own growth and development. 6. Long-term support: The holistic performance improvement approach generally provides for long-term support. This makes it possible to bring about lasting changes and overcome setbacks. The coach stays by the client's side and continuously supports them on the way to their goals. 7. Positive environment: The coaching process creates a supportive and positive environment in which the client can express themselves freely and explore new perspectives. This can lead to increased self-confidence and a more open attitude, which increases the impact of the coaching. Ultimately, the holistic performance improvement approach in coaching can be so effective because it takes individual needs into account, promotes self-reflection, overcomes obstacles, increases intrinsic motivation and offers long-term support to enable sustainable change. Through this comprehensive approach, clients can improve their performance in various improve all areas of life and achieve their goals effectively. Please feel free to contact me for discussions, questions or comments. Yours, Dr. Albrecht Ebertzeder

How managers can reduce fears in collaboration through positive behavior (Ways out of the fear trap) Fear in the workplace is a powerful, often underestimated feeling that can significantly affect employee performance. Especially in dynamic and demanding environments, managers' behavior can unintentionally trigger fears that paralyze creative and productive work processes. To get out of this fear trap, it is crucial that managers consciously promote positive behaviors that create security and trust. Show understanding and empathy The first step to reducing fear is to demonstrate understanding and empathy. Leaders should actively seek to gain a deep understanding of their employees' individual fears and worries. This can be achieved through regular one-on-one conversations where concerns and anxieties are openly discussed. It is important to listen empathetically and not immediately react with solutions or criticism. Set clear and achievable goals A common cause of anxiety is unclear or unrealistically high expectations. To reduce anxiety, goals should be formulated in a clear, transparent and achievable manner. It is helpful to work with employees to define the goals so that they can identify with the goals and see them as achievable. Positive feedback and recognition Positive feedback and recognition of achievements are very effective in reducing fear. Managers should foster a culture of appreciation by not only addressing mistakes and failures, but also, and most importantly, recognizing the successes and efforts of their employees. Regular, constructive feedback helps to boost employee confidence and create a positive working atmosphere. Promoting autonomy and responsibility Employees often feel pressured when they have no control over their work. Managers can reduce fears by giving their employees more autonomy and responsibility. This shows confidence in their abilities and motivates them to act independently and on their own initiative. Transparent communication In times of uncertainty and change, fear of the unknown can be overwhelming. Transparent, clear and frequent communication from leaders can help minimize uncertainty. It is important that information is shared openly and that all employees have equal access to important company news. Conflict management and prevention Conflicts are often a source of fear. Effective conflict management that intervenes early and fairly can help to minimize the fear-inducing effects of disputes. Managers should be trained not only to resolve conflicts, but also to work preventively by promoting an environment of respect and openness. Conclusion (avoiding the fear trap) Fear in the workplace is not only an emotional burden for employees, but also an obstacle to productivity and innovation in the company. Managers play a crucial role in recognizing fears, taking them seriously and actively reducing them through their behavior. By placing empathy, trust and support at the forefront of their leadership practice, they can not only improve the well-being of their employees, but also strengthen the foundation for long-term company success.

CBASP, the "Cognitive Behavioral Analysis System of Psychotherapy" or in German "Cognitive Behavioral Therapy according to the method of analytical relationship design", is a form of therapy that was developed specifically to treat chronic depression. But its principles also offer valuable insights for coaching and leadership development. Originally developed by James P. McCullough Jr., CBASP specifically uses the interactions between therapist and patient to break down maladaptive thought and behavior patterns and resolve emotional blockages. Key features of CBASP therapy Interpersonal problems in focus: CBASP focuses on interpersonal relationships and their influence on depressive states. The assumption is that early traumatic experiences lead to destructive interaction patterns that maintain depressive symptoms. Here-and-now orientation: The therapy considers current interactions between therapist and patient as the key to understanding and changing interpersonal problems and behavior patterns. Focus on behavioral analysis: CBASP analyzes specific events between therapist and patient in detail to identify and modify harmful behaviors and thought patterns. Role clarity and active therapy design: Therapists take an active role and help patients develop alternative behaviors and ways of thinking. Situational analysis: This structured technique examines specific interpersonal incidents and their influence on thoughts, emotions, and behavior. Transference and countertransference: These tools help to understand and manage the dynamics in the therapeutic relationship. Stage system and homework: CBASP structures the course of therapy in different phases and promotes self-observation and the practice of new behaviors through homework. Application of CBASP in coaching and leadership coaching The principles of CBASP therapy can provide valuable tools for coaching and leadership development beyond their original therapeutic boundaries: Interpersonal sensitivity: Leaders learn to better understand and manage the impact of their interactions on the team, which can lead to less conflict and more productive relationships. Self-reflection and emotional intelligence: By understanding their own behavioral patterns and their effects, managers and coaches can improve their emotional intelligence and communicate more effectively. Conflict resolution and behavior transformation: CBASP offers techniques for analyzing and resolving conflicts and promotes the development of alternative action strategies to change unproductive behaviors. Self-management and relationship development: Self-monitoring practices and an emphasis on therapeutic relationships can help build a supportive coaching relationship and create a positive work environment. CBASP as a therapeutic approach offers unique perspectives and methods not only in the treatment of depression, but also in personnel development and coaching. Managers and coaches can use these techniques to make their own behavior and that of their teams more effective and to contribute to a healthier, more productive work culture.