IntrovisionCoaching and Indecisiveness

Even people who normally don’t have any problems in making decisions can run into situations they perceive as so difficult that they absolutely do not know how to come to the right decision. When it comes to important decisions that have the potential to change their whole life, they are suddenly stuck, since all the decision-making strategies they successfully used to employ in the past are now for naught.Teamgeist

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Case Report: IntrovisionCoaching

Pflanze in BetonThe client, a woman in her fifties, asked for an urgent appointment. She had the opportunity to take a big step in her life, but this required a courage she felt she lacked at the moment. She had excelled at her job, which she pursued from home since her children had left the house, so that her employer wanted to continue to develop and promote her. For this purpose, she was asked to attend a two-day congress in a distant city. On the one hand, she was eager to go, on the other however, she was panicked because she hadn’t left the house on her own for years.

She got in touch with me as the date of the congress was imminent. Since she sounded desperate, I arranged a Saturday morning appointment with her. On Monday morning, she was scheduled to board the flight which would take her to the congress – time was of the essence!

When she came to me (accompanied by her husband), she told me that she was not able to leave the house on her own because she had repeatedly experienced bouts of panic while going somewhere on her own which were so intense that she was at once robbed of all her energy and that she was literally incapable of moving even a single step. Read more

Introvision and Transactional Analysis are the Perfect Match

In the course of IntrovisionCoaching, the coach and client may experience the phenomenon that it is difficult to come up with an adequate phrase, that specific sentence which is able to trigger the internal alarms that constitute the problem. But this sentence, which threatens the respective imperative, is paramount when working with Introvision – without it, the method is ineffective.

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Managers Need Mental Fitness

Gone are the days when managers used to pose with cigars, proudly sporting their obesity while trying to drown their apparent stress with a shot of good cognac only to succumb to the then infamous “manager disease” in the process. The profession has since progressed: instead of fatty steaks and heavy red wine they now rely on healthy meals and participating in marathon runs.

Health awareness has increased – but so have stress levels! Constant availability, a jetset lifestyle, and e-mail terror were unknown concepts to our ancestors. Executives today have a lot more to deal with than in the past; meanwhile, the opportunity to plan in the long term decreases and business trajectories are becoming increasingly insecure, which further increases stress.

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Inner Strength Without Struggle

We have already shed a light on the relationship between so-called drivers as proposed by the theory of Transactional Analysis and the imperatives we find in Introvision in a prior blog post. In this article, we want to focus specifically on the driver “Be strong.”

This driver may be slightly more common in men than in women due to the fact that the gendered stereotype that “real man” must not show any weakness is still surprisingly persistent. But there are also plenty of women who do not have inner permission to ask for help, to take it slow, or to take a break once in a while.

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The Four Categories of Internal Conflicts

Internal conflict as described from the perspective of Introvision appear when reality is different from what the imperative in question demands or if the individual in question is afraid that this might happen. And whenever the imperative is thusly threatened, an intra-psychic alarm system is triggered. Each and all internal alarm bells will go off: “Red alert! The thing you absolutely have to have or which must be avoided at any costs is about to happen!” As a result, the individual experiences increased tension, which may manifest itself from very unpleasant emotions to anxiety or even full-blown panic attacks with an entire spectrum of associated physical effects.

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 Overcoming Limitations and Roadblocks

Script and Introvision

In order to understand how individuals develop behavior patterns that span entire life lines and which often seem completely incomprehensible if perceived from the outside, the concept of “life script” based in the theory of Transactional Analysis proves to be a valuable and useful model. The term script actually refers to the script of a film; in the psychological context the concept is similar. In the same way that the film script imposes its roles and actions on the actors – who do not have the authority to transform villains to heroes for example, but must instead follow the prescribed patterns – an individual’s life script ensures that a person always follows certain patterns of behavior. As a result we are faced with various limitations and inner blockages.

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Systemic Coaching and Introvision

A recent study has shown that systemic coaching enjoys greater popularity in Germany than in other Western societies. While systemic coaches seem to form the majority over here, systemic coaching virtually doesn’t exist in the United States, for example. The reason for this phenomenon eludes me, but it may have to do with an inherently German preference for clear structures – or maybe “systemic” sounds intriguingly close to “systematically”?

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IntrovisionCoaching as an Additional Support for Successful Managers

People who succeed in their profession usually won’t think about whether Introvision Coaching (or any form of coaching at all, for that point) could be beneficial for themselves – and why should they? After all, they are successful! They’re in the driver’s seat, things are running smoothly, work is fun – what’s there to improve through this coaching thing?

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The Three Levels of Coaching

In general, business coaching targets three different levels, all of which strongly differ in their level of difficulty and in what they demand from the coach:

  • the first level is the reflection of the manager’s role and tasks as well as the system in which they are moving;
  • the second level is behavioral training;
  • the third and most difficult level is to identify and resolve blocking patterns.

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