• Conflicts between team members
• Integration of new team members
• Implementation of values, corporate or overall management concepts
• Strategic orientation of the team
• Regulations for succession in group leadership
• Accompanying mergers for the integration of new teams, managers and values
• Preparation of teams, domestically and abroad, for new challenges

Sequence and methodology
Reason, goals and duration of the coaching will be established in a preliminary discussion with the management, team members and superiors. Following this, an exact inventory has to be made by the acquisition of process-relevant data such as company-specific values, overall concepts, goals and values of the group as well as formal and informal rules of associating with one another. By taking the company culture into consideration and the mobilisation of all resources, the coach supports the teams’ efficiency and their willingness to change. A high level of emotional participation of all participants is fostered by the application of experience-oriented techniques which helps to anchor the perception acquired and behaviour patterns in a sustainable manner.