Depending on the maturity of your organization, I support the implementation of PLLOB® with further interventions. Such meassures can be a keynote held at a management meeting, personal coaching or development of your Leadership Team. It has proven useful to “pick up” the managers of various specialist areas at an early stage. Your organization also often has valuable know-how from past organizational development processes (regularly your HR department), which we should fall back on.
systemically – personally
Through coaching, I support you personally:
My coaching approach is a systemic one. In concrete terms, this means that we will deal with a wide range of factors from your environment which you consider useful for clarifying your concerns. As a rule, it will turn out that you …
Compliance is a management task and shared responsibility.The development of management towards this attitude is one of the most important factors for success or failure in companies and organizations. Modern leadership development takes…
My speeches focus besides PLLOB® on compliance as a Leadership Task. In doing so, I dedicate myself particularly to the challenges of compliance for managers. In my opinion, managers play the central role in establishing an efficient and effective compliance management system in the company. PLLOB® helps managers to succeed in their compliance task, because it anchors compliance in the DNA of the company. With PLLOB®, compliance becomes an effective and permanent guiding principle, leading to transparency and spared resources. Managers earn trust for their companies by assuming responsibility. In such an environment, rules and regulations are not just meaningless or patient papers, but are transparently questioned and depict existing processes. Then less is often more!
The titles of some of my speeches will give you an idea of what to expect:
- From policies to the corporate culture – MODELS OF COMPLIANCE – ORGANIZATION •
- Beyond conventional compliance – Compliance as a leadership challenge to be enthusiastic about!?
- Compliance = Rules and Documentation versus Compliance as a natural part of a company’s DNA.
- Who is taking responsibility here? Lack of decisionmaking, decision“pingpong”.
- PLLOB® – Compliance made simple.
- PLLOB® – The formula for good Compliance.
- How to apply PLLOB®.
systemically – personally
Through coaching, I support you personally. My coaching approach is a systemic one. In concrete terms, this means that we will deal with a wide range of factors from your environment which you consider useful for clarifying your concerns. As a rule, it will turn out that you have the solution in yourself. In the process of coaching you will find the necessary clarity on your own. We will be going on a symbolic hike together. First, the coach runs like a mountain guide behind the coachee, who finds his own way. If the path is broader we run side by side, consider systems, options, other companions, etc. together. If the path is particularly challenging, I as the coach also go ahead and blaze the trail if necessary through deep snow and mud. This may e.g. also mean that I offer you my advice, if you so wish.
Personal Coaching in different life situations
You see special challenges that you want to be prepared for. You want to expand your existing strengths or suspect personal or professional weaknesses that hinder you in your development. I support you in the development of your complex potentials and help you to resolve conflicts successfully. You want to be supported in a determination phase of your career, define new goals or overcome personal crises.
Teams develop their full potential, especially when objectives are clear and tasks, authorities and responsibilities are defined. Positions are occupied correctly and existing potentials are detected. Team spirit prevails through creative, meaningful and self-efficacious goals, and when it is professionally communicated.
In order to create this success climate in teams, we first carry out a comprehensive situation analysis in order to subsequently use efficient and effective tools for team development.
Compliance is a management task and shared responsibility.The development of management towards this attitude is one of the most important factors for success or failure in companies and organizations. Modern leadership development takes this into account.
I determine the status quo regarding Compliance as a management task and then apply detailed development programs. I use established tools (such as 360 degrees feedback, assessments), but have also developed specific diagnostic tools. A lightning-like inventory of corporate culture is e.g. very enlightening. A set of smart questions can bring clarity.
In my experience, the development of management has been successful when we openly adress the Compliance Dilemma in which most managers are. This enables us to resolve it together applying special workshop formats.
We have achieved our common goal when the leadership team drives forward their tasks, authorities and responsibilities also including Compliance full of energy and enthusiasm and as role model. Leaders take pleasure in the leadership of their employees and unfold their and their own full potential. ComplianceConflicts with whom and at whatever level are taken up carefully and, among other things, are settled. The positive energy of conflicts, which often makes structural change possible, is used in a targeted manner. Within and outside the team cooperation is established. Throughout the company, the Compliance-Culture has developed positively and the basis for this positive momentum can grow further.