Nonviolent communication according to Rosenberg: A brief overview Nonviolent Communication (NVC), developed by Marshall B. Rosenberg, is a communication approach that aims to improve the quality of interpersonal interactions. NVC is based on empathy and sensitivity and aims to resolve conflicts through understanding and respectful exchange. The approach consists of four steps: Observation : The objective perception of what is actually happening, without evaluation or interpretation. Feelings : Expressing one’s own feelings triggered by the observations. Needs : Identifying and naming the underlying needs that are expressed through feelings. Requesting : Formulating a specific, positive request aimed at meeting needs. This process encourages people to communicate authentically while respecting the perspectives and needs of others. Application of NVC in coaching In coaching, especially in executive coaching, Nonviolent Communication can be a powerful tool. Leaders are often under enormous pressure and have to deal with complex interpersonal dynamics. This is where NVC comes in, helping leaders refine their communication skills and improve their relationships with their teams and other stakeholders. Improving self-awareness and self-management : Non-violent communication promotes mindfulness in dealing with one's own feelings and needs. By consciously recognizing and expressing these elements, managers can better control their emotional reactions. This is particularly helpful in stressful situations in which impulsive behavior often leads to conflict. Managers who can clearly identify their emotions and needs create a basis for clearer and more authentic communication. Promoting empathy and understanding : A central aspect of NVC is active listening and empathetic understanding of the other person. In coaching, managers learn to develop these skills, which helps them to better understand the perspectives of their employees. Empathy enables managers to find constructive solutions that take into account the needs of everyone involved. This promotes a cooperative working atmosphere and strengthens trust within the team. Effective Conflict Resolution : Conflict is inevitable in any organization. NVC provides leaders with a tool to not only resolve conflict, but also use it as an opportunity for growth and improvement. By learning to communicate non-violently, leaders can de-escalate conflict and ensure that all parties are heard. This leads to sustainable solutions and greater team integration. Promote an open and transparent communication culture : One of the biggest challenges in organizations is often the lack of open and transparent communication. Leaders who apply the principles of NVC promote a culture of trust and openness. Employees feel encouraged to openly express their concerns and ideas, which leads to increased innovation and a better working atmosphere. Support in developing clear and respectful leadership : Leaders are often faced with the challenge of making difficult decisions and communicating them clearly. Through NVC, they learn to communicate their decisions in a way that is both respectful and clear. This helps to avoid misunderstandings and increase acceptance within the team. Benefits of Nonviolent Communication in Executive Coaching Integrating Nonviolent Communication into executive coaching offers numerous benefits: Improved leadership skills : Leaders who master NVC are able to lead their team more effectively because they develop a deeper understanding of their employees' needs and are able to communicate more clearly and respectfully. Increasing team dynamics and motivation : Empathic leadership behavior, promoted by NVC, helps create a supportive and cooperative work environment. This leads to greater motivation and productivity in the team. Reduction of stress and burnout : By focusing on self-awareness and needs orientation, managers can better manage their own stress and prevent burnout. Non-violent communication also leads to a reduction in stress in teams, as conflicts can be resolved more quickly and effectively. Long-term improvement in business performance : An organization in which leaders and employees communicate on the basis of understanding, respect and clarity is better able to overcome challenges and seize opportunities. This leads to better business performance and higher levels of innovation in the long term. Conclusion Nonviolent Communication according to Rosenberg is more than just a method of interpersonal exchange; it is a way to take leadership and collaboration to a new level. In the coaching of managers, NVC can help to bring about profound changes in the communication culture that not only advance the individual but also the entire company. Managers who integrate the principles of NVC into their practice become more empathetic, more effective and ultimately more successful leaders.

Why the combination of AI and leadership training is the future. In the age of artificial intelligence and unlimited internet access, the time-honored profession of management trainers and consultants is being called into question. There is a fear that the widespread availability of knowledge could make these professions redundant. But anyone who believes that simply imparting knowledge is enough to create excellent managers is seriously mistaken. Artificial Intelligence: The great equalizer? Artificial intelligence undoubtedly has the potential to democratize knowledge. Anyone with access to a computer can now familiarize themselves with the latest management theories, best practices and success stories from the global business world within seconds. Knowledge is ubiquitous and seemingly accessible to everyone. But that's exactly where the catch lies: knowledge alone does not create competence. Of "knowers" and "experts" AI creates "knowers". These new knowers are well informed, know the theories and can juggle technical terms. But what happens when they have to act in real, unpredictable situations? What do they do when interpersonal conflicts arise in the team, when unexpected market changes require adjustments or when the moral compass is called for? This shows that pure knowledge is not enough. Knowledge must be transformed into skills. Trainers and consultants: The forge of experts Trainers and consultants are the ones who turn the knowledgeable into the expert. They are not just mediators of information, but catalysts for practical application. Through role plays, case studies and personal coaching, they promote the development of soft skills, emotional intelligence and situational leadership skills. They bring experience, empathy and a human perspective to the process - things that no AI can replace. The future: A symbiotic relationship Instead of competing with each other, AI and human trainers should be seen as complementary forces. The future of leadership development lies in the clever combination of both approaches. AI can revolutionize access to knowledge and serve as a valuable tool for information gathering and analysis. But the human component - mentoring, practical application, responding to individual needs - remains irreplaceable. Role plays and case studies: The bridge between knowledge and skills Role-playing and case studies are classic methods in leadership development that can be enriched by AI. Imagine an AI analyzing thousands of case studies and identifying patterns and solutions that are then applied in personalized training scenarios. Trainers can use these insights to develop realistic and challenging scenarios that push leaders to test and refine their knowledge in real, dynamic contexts. The world of leadership is at a crossroads. It is no longer enough to rely on knowledge alone. The challenges of the modern business world require experts - people who are able to apply their knowledge flexibly and effectively. This can only be achieved through the synergy of AI and human training. The fear that AI could make the role of leadership trainers and consultants obsolete is unfounded. Instead, we should recognize the power that lies in the combination of AI and human expertise. AI creates know-it-alls, but trainers and consultants forge experts. The true future of leadership development lies in this alliance - a future in which knowledge and skills go hand in hand to shape the leadership elite of tomorrow.

Why precise requirement profiles are crucial when filling positions In today's fast-paced world of work, companies are faced with the challenge of finding and retaining the right talent. A key element in this process is the job profile of a vacant position. Companies often tend to overload these profiles with a variety of general skills and excessive requirements. This article highlights why a precise and realistic job profile is not only more efficient, but also more promising for filling the position. Unrealistic expectations: Excessive job requirements create a gap between the actual needs of the position and the expected qualifications. This can lead to frustration on both sides – both for the applicant and the hiring manager. Deterring qualified candidates: Many potential applicants who meet many but not all of the listed requirements may be deterred from applying. This significantly reduces the pool of qualified candidates. Waste of time and resources: Screening applications received due to an overloaded profile can result in a significant amount of time being wasted. Often, these candidates are not really suitable, which slows down the recruitment process. Advantages of precise requirement profiles: Targeted approach to applicants: A clearly defined requirements profile specifically addresses those candidates who have the necessary qualifications and experience. This increases the quality of the applications. Realistic expectations: A realistic profile sets clear expectations for both the employer and the applicant. This promotes transparent and honest communication and contributes to a better fit. Efficiency in the recruitment process: By reducing unnecessary requirements, HR managers can identify suitable candidates more quickly and effectively and speed up the hiring process. Improve employee retention: Employees who know exactly what is expected of them and whose skills match the requirements are often happier and more committed to their work. Conclusion: An inflated job profile may seem ambitious at first glance, but it can be counterproductive. Companies that focus on the essential qualifications and skills required to successfully perform a role will ultimately be more efficient and successful in the recruitment process. It's about putting quality over quantity and creating a realistic basis for successful employee retention and development.

Managers who are dissatisfied with their job often face a variety of challenges and problems. Here are some of the most common issues I face in my coaching sessions when professionals and managers are dissatisfied with their jobs: Lack of recognition: Many leaders do not feel valued or recognized for their hard work and contributions to the company. Insufficient resources: They often do not have the necessary resources or budget to manage their department or team effectively. Conflicts within the team: Internal conflicts, disagreements or lack of cooperation within the team are not discussed openly, which leads to frustration. High pressure and stress: Managers are often under high pressure to deliver results and have high expectations of themselves. Lack of work-life balance: Long working hours and the demands of the leadership role often lead to an imbalance between work and private life. Unclear expectations: When expectations and goals are not clearly defined, it leads to uncertainty and frustration. Lack of opportunities for advancement: Some leaders feel stuck in their current position and see no opportunities for professional growth or advancement. Corporate culture: A toxic or unsupportive corporate culture (the wonderful "blueprint" of the corporate culture is not lived) leads to dissatisfaction and demotivation. Lack of autonomy: Leaders often want to make decisions and implement strategies, but feel constrained by excessive bureaucracy or micromanagement. Inadequate remuneration: Especially in medium-sized companies, remuneration often does not correspond to the workload and/or responsibility, which leads to dissatisfaction among managers. In the following blog posts, I will go into more detail about each of these aspects of why managers are often dissatisfied in their jobs and look forward to feedback, discussion contributions, questions and comments. Sincerely, Yours, Dr. Albrecht Ebertzeder .

Historical roots of recognition Even in prehistoric times, recognition played a central role in the social structure. Individuals who contributed to the community were valued and given a special status. These deeply rooted mechanisms are still present in our psyche today and influence our daily actions and feelings. (adapted from: Berking, Helmuth: Giving: On the Anthropology of Giving. - Frankfurt; New York: Campus Verlag, 1996) The profound impact of recognition Recognition is more than just a word or a gesture. It has profound psychological effects: Self-esteem: Recognition confirms our actions. It shows that our efforts are not in vain and strengthens our self-image. Social bonding: Recognition makes us feel like we belong to a group or community. This feeling of belonging is fundamental to our social well-being. Motivation: Recognition can act as a catalyst for our motivation. When our work and efforts are seen and appreciated, we are more likely to continue to work hard and perform at our best. Recognition in everyday life In today's society, where individual achievements are often the focus, it is even more important to recognize and practice the value of recognition. A conscious approach to recognition can not only improve the working atmosphere, but also strengthen interpersonal relationships.

At a time when companies are constantly looking for ways to stay competitive and motivate their employees, leadership recognition is often overlooked. Yet leaders are the ones who drive the company's vision, lead teams, and are often under a lot of pressure. So how can companies better recognize their leaders and show them the appreciation they deserve? Why recognition is important for leaders Recognition is a universal human need. Leaders are no exception. When their efforts and contributions are not recognized, they can feel discouraged or undervalued. This can lead to a decline in motivation, productivity, and ultimately, employee retention. Practical steps to recognize leaders Regular feedback: Regular communication between management and executives can work wonders. It provides a platform to celebrate successes, discuss challenges and express appreciation. Training opportunities: Offer managers opportunities for training and professional development. This shows that the company is investing in their future. Recognition events: Organize events to celebrate the achievements and contributions of leaders. Open communication: Foster a culture of open communication where leaders can express their opinions and concerns without fear of retaliation. Work-life balance: Recognize managers’ needs for a healthy work-life balance and offer flexible working options. In conclusion, recognizing leaders is critical not only for their well-being but also for the success of the entire organization. By taking targeted action, organizations can ensure their leaders feel valued and motivated, ultimately leading to better business results. And the following always applies: "There is nothing good unless you do it!"

Due to frequent requests, I would like to share my experiences with the method "Working with Coping Stances" from the family therapy model according to Virginia Satir. "Coping stances" are a central concept in Virginia Satir's therapeutic approach. They describe four basic attitudes or communication styles with which people react to stress or threat. Understanding and working with these coping stances can help to identify and change communication patterns in order to promote more authentic and healthier relationships. The four coping stances are: Blaming : Here the person directs their energy and anger outwards and blames others for their problems or feelings. This can be perceived as an attack or criticism. Placating : This attitude involves the person trying to please others, often at the expense of their own needs or feelings. They tend to take the blame even when they are not responsible. Rationalizing (Super-reasonable) : Here the person retreats into their head and speaks in a very logical, rational manner, often without emotional involvement. This can be perceived as distant or cold. Distracting : In this attitude, the person tries to divert attention from the actual problem or conflict, often through humor, constantly changing the subject, or other diversionary tactics. The goal of working with coping stances is to recognize these patterns and move on to a fifth style, the Congruent style. The clarifying style is authentic, honest, and expresses both thoughts and feelings in a balanced and respectful way . Working with coping stances : Recognize : The first step is to recognize the current coping stance pattern. This can be done through self-observation, feedback from others, or therapeutic interventions. Understanding : It is important to understand why you tend to adopt a certain coping stance. Often these patterns have developed in childhood or in previous relationships and served as survival strategies. Experimenting : Once identified, one can experiment with other communication styles. This can be done in a safe environment through role playing. Develop new patterns : With time and practice, you can learn to recognize automatic reactions and choose to respond in a clarifying, authentic way. Get feedback : It can be helpful to get feedback from trusted people or the coach to monitor progress and identify further areas for improvement. Please feel free to contact me for discussions, questions or comments. Best regards, Dr. Albrecht Ebertzeder

A critical view of the German health care system (“certainly just an isolated case”) The healthcare system is a complex system that is constantly changing. But despite all the progress and innovations, there are always areas in which the patient is not the focus, but is seen as a disruptive factor (patients disrupt the process) or even as a cog in the machine. A recent hospital stay made this clear to me. The poor communication between the clinic and practicing physicians It often begins with admission to the clinic. In many cases, communication between the general practitioner and the clinic does not seem to work smoothly. Important information about the patient, their medical history and their needs is lost or not passed on. The patient feels abandoned and often has to answer the same questions several times. Internal station communication: A game of Chinese whispers But it is not just the communication between the clinic and the general practitioner that is problematic. There also often seems to be a lack of clear and efficient communication within the clinic. Information about the patient, his wishes and needs is not passed on or is only passed on inadequately. This creates a feeling of being "passed on" and the patient is seen more as a number than as a person. Eating in the clinic: A reflection of the system A particularly striking example of the lack of consideration for patient needs is the food provided in many hospitals. Even as a private patient with a single room, you often come up against limits here. According to the nursing staff, meal requests can only be accommodated several days in advance and even then only as part of the "standard diet". This shows how rigid and inflexible the system is in many areas and how little it takes into account the individual needs and wishes of patients. Conclusion: Patient disrupts the process - urgent need for action It is obvious that there is an urgent need for action in the healthcare system. The patient should always be the focus and not be seen as a disruptive factor or a cog in the machine. Better communication is needed, both between the clinic and the general practitioner and within the clinic. In addition, the individual needs and wishes of the patients must be taken more into account. This is the only way to ensure optimal medical care and psychological balance, where the patient feels well looked after and understood.

Effects of lack of recognition on employee motivation In today's working world, where teams are often distributed and communication is primarily digital, the feeling of recognition can easily get lost. While many companies recognize the importance of recognizing their employees, what is often overlooked is how serious the impact of a lack of recognition can be, especially on employee motivation. In this post, we will look at the consequences that a lack of recognition can have on employee motivation. Why is recognition so important? Recognition is a basic human need. It validates our actions, shows us that our efforts are seen, and makes us feel valuable and appreciated. In a professional context, recognition makes a significant difference between an employee who is motivated and committed and one who is disinterested and demotivated. The consequences of lack of recognition Declining motivation: When employees feel that their efforts are not seen or appreciated, their motivation can quickly drop. This can lead to reduced productivity and a decline in work quality. Increased turnover: Employees who feel unrecognized may look for other job opportunities where they feel more valued. Lack of commitment: Without recognition, employees can become alienated from their team and their company, leading to a lack of commitment and loyalty. Health effects: A constant lack of recognition can lead to stress, burnout and other health problems. How can companies react? Regular feedback: Make sure employees receive regular feedback, both positive and constructively critical. Make recognition visible: Implement actions that recognize employees for their contributions and achievements. Open communication: Foster a culture of open communication where employees can express their opinions and concerns. Training and development: Show that you are investing in the future of your employees by offering training opportunities. In summary, recognition is a key element in employee motivation. Companies that recognize the importance of recognition and take steps to encourage it will not only have happier and more engaged employees, but will also reap the many benefits that come with a motivated workforce. Sincerely, Yours, Dr. Albrecht Ebertzeder #Recognition, #Motivation, #Success, #Satisfaction, #Burnout, #Fluctuation, #Frustration, #Feedback, #Demotivation, #Disinterest, #Communication

What really motivates employees? Recognition vs. reward: What really ignites the "motivational boost"? In the modern working world, employee motivation and commitment are crucial factors for the success of a company. Managers are often faced with the question: What motivates employees more - recognition or reward ? Both approaches have their advantages, but which is ultimately more effective? Immerse yourself with us in the exciting world of employee motivation. Recognition : The emotional gold Recognition is a deep-rooted human need. It gives us the feeling of being seen and valued. When an employee receives recognition for their work and efforts, it appeals to their emotional level. Benefits of recognition: Strengthens self-esteem and satisfaction. Promotes loyalty to the company. Can be given spontaneously and without much effort. Rewards : The Tangible Incentive Rewards, whether monetary or in the form of gifts and benefits, are concrete incentives for employees. They offer a tangible benefit and can serve as a sign of appreciation. Benefits of Rewards: Provides a direct incentive to improve performance. Can be individually tailored to the employee. Shows that good performance brings material benefits. So which is more effective? The answer is not so simple, as it depends on the individual personality, the company culture and the nature of the task. Some employees might be more motivated by material rewards, while others appreciate the emotional value of recognition. However, studies show that recognition leads to higher satisfaction and loyalty to the company in the long term. Rewards can provide short-term incentives, but without a culture of recognition they can lose their effect or even fail. Conclusion: Both recognition and rewards play an important role in employee motivation. While rewards offer concrete incentives, recognition has profound emotional effects. For sustainable engagement and high employee satisfaction, it is crucial to find a balance between the two approaches and create a culture of appreciation.

At a time when the world of work is constantly changing and teams are becoming more diverse, the question of recognition is at the heart of successful corporate cultures. Recognition is not just a nice extra, but a decisive factor for motivation, satisfaction and ultimately for company success. But how can managers promote a culture of recognition in their teams? Here are some practical tips. 1. Active listening Take the time to really listen to your employees. This shows that you value their opinions and feelings. Active listening not only promotes communication, but also trust and bonding within the team. 2. Regular feedback Feedback should not only be given once a year during employee evaluations. (Every manager knows that these days, right?) Use regular one-on-one meetings to recognize achievements and to express constructive criticism. 3. Public recognition by the manager When an employee or team does something exceptional, recognize it publicly. This can be in team meetings, in internal newsletters, or on the company website. 4. Personal message (the manager’s miracle weapon) A handwritten thank you card can do wonders. It's the most personal and thoughtful way a manager can show appreciation and lets the employee know that their efforts have been noticed (heart to heart). 5. Promote peer-to-peer recognition Encourage employees to recognize each other, too. This can be done through formal programs or simply by creating a positive team culture. Bottom line: Recognition is a powerful tool in the hands of a leader. It costs little to nothing, yet has the potential to significantly increase morale, productivity, and employee retention. By fostering a culture of recognition, leaders can not only get the best out of their teams, but also create a positive and supportive workplace.

Each of us has incredible potential within us. But it is often fears, doubts and old beliefs that prevent us from fully exploiting this potential. This is where coaching comes into play - as your personal game changer. 1. Discover your hidden potential You are capable of more than you think. A coach will help you to recognize and use your hidden talents and abilities. Together you will discover what is inside you and how you can bring it into the world. 2. Breaking barriers with coaching Old habits and thought patterns can get in our way. With a coach at your side, you can identify and break through these barriers. You will be amazed at how liberating it is to let go of old shackles. 3. A plan for your success A goal without a plan is just a wish. In coaching, you develop concrete steps to achieve your goals. With clear focus and determination, the impossible becomes possible. 4. Build self-confidence Do you sometimes doubt yourself? A coach believes in you, even if you don't. Through targeted coaching, your self-confidence grows and you learn to believe in yourself and your abilities. 5. Personal transformation Coaching is more than just advice. It is a journey of self-discovery and transformation. You will not only achieve your goals, but also build a deeper connection with yourself. Life has so many opportunities in store for you. It's time to unleash your true self and live your full potential. With coaching as your game changer, the world is your oyster. Take the step and start your journey to becoming the best version of yourself!