1. Coaching – Training – Neue Medien 29.-31. März 2010Dr. Sabine Horst1 Coaching in intercultural contexts Urbino University 29 th – 31 st March 2010

2. Coaching is … a special form of counselling for individuals, teams and organisations regarding concerns of the professional environment based on professional concepts and methods in general accompanying a (development) process person-centred, aim-, resources- and solution-oriented time-constrained Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 2

3. Coaching Coaching does not search for deficits, …... but for strengths and aptitudes a client can activate, further develop and transfer to problematic areas. Coaches don´t give advices,... Central to Coaching are the mental problem solving and decision finding processes and their transfer by the client. The coaches do not present solutions,...... but they support others to find their own way while respecting the others´ personal decision making competences.... but they support the clients to find their individual solutions. The clients´ autonomy will be preserved. - + Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 3

4. Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 4 Coaching Aim: A help for self help - to further develop or reconstitute the clients´ competences and abilities

5. resources- oriented a personal development scheme tailored to the client´s individual needs aim- oriented solution- oriented person- centred Coaching Main focus: Not on deficits and weaknesses, but on strengths and abilities for the client to activate in order to master difficult situations. Aims are e.g.: performance improvement development of personal capabilities change of perception focussing on solutions rather then on situation analysis requirements: client´s self-initiative, personal responsibility, ability for self-reflection monitoring, accompanying the client´s own process for solution findings Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 5

6. resources- oriented aim- oriented solution- oriented personen- centred Coaching systemic A systemic coaching approach means that aspects will be considered relating to: cognition emotions, feelings relations embodiment ethics etc. In dialogues and feedbacks the focal points will be detected with the client. Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 6

7. If You can´t change the circumstances, change yourself. Coaching – a Definition 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 7

8. Humanism: Coaching “is about `self-actualisation´ and the individual’s need for self-fulfilment, the realisation of full potential, self-expression, accomplishment and growth.” Coaching is client-centred and based on `unconditional acceptance´ of the coachee. The coach listens and reflects back, but he or she also challenges and confronts a coachee when necessary. Coaching – Philosophical Underpinnings 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 8

9. Existentialism: Based on the central idea of existentialism (Sartre), that we are essentially free and responsible for finding out who we are and what to do with our lives, the concepts of choices and responsibilities are central to coaching. The coachee’s acceptance of his or her own responsibility to commit to change is vital for a proper coaching process. The scope of change involves, e.g. the coachee’s world view, self-limiting beliefs or self-defeating actions, perception of his or her environment etc. The coach supports the coachee to understand his or her ‘structure of interpretation’ by using language, in the form of listening and questioning, and invites the coachee to make new observations and new interpretations. New actions can follow only on the basis of a broadened awareness. Coaching – Philosophical Underpinnings 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 9

10. Eastern influences: Influenced by various aspects of Eastern philosophy the focus of coaching lies on the living in “the now”. As a result, coaching emphasises the current situation and a solution-oriented perspective rather than analyzing the past. Another belief derives from Eastern philosophy that all individuals are in possession of what they need to know. In this respect, coaching supports the coachee to gain access to existing abilities, resources and competences, which might – for various reasons – be blocked out. The coachee learns to activate them for a solution- finding process. Coaching – Philosophical Underpinnings 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 10

11. Constructivism According to constructivism, reality is a result of interpretation. There is no single, true interpretation and meaning is only known through our social interactions. Coaching, as a dialogue, is a process of constructing the problem and the solution using language. Coaching deals with alternative ways of viewing the world and supports the coachee to broaden his or her perspectives and perceptions. “Coaching deals with the individual coachee’s experience and highlights the importance of co-creating (with the coach) a new and more empowering reality.” Coaching – Philosophical Underpinnings 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 11

12. methodical competence individual competence technical competence social competence methodical competence individual competence technical competence social competence Inter- cultural competence... such as: knowledge of cost, income + risk factors knowledge management organisational skills problem solving and decision making skills... such as understanding for the imprint of the own culture on the own behaviour understanding and acceptance of different ways of thinking and view- points tolerance of ambiguity foreign language knowledge polycentrism knowledge of strategies for the use of conscious and unconscious cultural rules... such as: self-motivation ability to work under pressure self-organisation, ability for self- control optimistic attitude ability for self-criticism... such as: ability to work in teams ability to assimilate ability to take initiative communication abilities empathy, tolerance... such as: knowledge of markets, legislations + enterprises specific knowledge for a technical area international experience knowledge of the development status of the technical area within the target culture Coaching – Fields of competences 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 12 Method and media mix for acquisition and development of capabilities methodical competence individual competence technical competence social competence inter- cultural competence... such as: seminars, workshops, papers... chats, forums... electronic media, virtual seminars... experience reports, blogs, print media coaching => in guided and self- guided learning processes

13. Steffen Drawert, 33, IMG AG St. Gallen describes his international business as a “cross-functional job” with challenges regarding technical, social and cultural aspects: „Workflows and methods can not be transferred on a one to one basis into other cultural contexts.” „ Colleagues have a different mentality, that one has to “swing into”. Greeks and Asians can´t do anything with the factual style of the Germans. I have to address them in a personal manner to bring them on board.” Examples – Business Experts 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 13

14. Kai-Oliver Schäfer, 37, Capgemini Consulting, Consultant in European and extra-European projects Alexander Schweinberger, 30, Capgemini Consulting, Consultant situated in Germany, working in international consulting teams “Working internationally requires more discussions about “Change-Management“-processes, to get to know each other personally and to “juggle” with cultural differences.” 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 14 Examples – Business Experts

15. Sabine Huxhold, 37, IDS Scheer AG noticed displeasedly, that the Indian software engineers looked up in the air, when she greeted them, as if the blond-haired female project manager would not exist. A female colleague explained to her, that it is an indication of respect in the Indian culture, to ignore a woman. In another project, Sabine Huxhold was positively surprised: The Italian colleagues didn´t appear in the way she expected with „Mediterranean sociability“. They worked „structured, efficient, exemplary“. “ Misunderstandings are part of the professional daily routine in international consulting.” “ In large-scale projects with 180 consultants from 50 countries you can´t avoid critical incidents. But you can handle and manage them.” Examples – Business Experts 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 15

16. Schäfer und Schweinberger: „Without knowing the English language and technical terminology on a high level, you don´t have a chance.“ And, apart from work, there is also a private life… „Most problems begin after work. The talks after work are important, especially with a job, which does not leave a lot of spare-time. (…) Because of our travels, it is difficult to keep in contact with people at home. But it is extremely exciting to get into contact to clients and colleagues from all over the world and to exchange ideas and thoughts.“ Examples – Business Experts 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 16

17. Steffen Drawert is married and has a young daughter: „It is a great and exciting job, but you pay for it. In the long run you have to either come to an arrangement or draw the consequences.” Examples – Business Experts 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 17

18. Every human being is unique. And everyone should receive the opportunity to live this uniqueness. Adequate parameters are required to be able to develop these abilities. Human beings are, in principle, “complete” and not “in deficit” and have an illimitable potential for growth and expansion. To be aware of one´s personal qualities, strengths as well as weaknesses is a relevant premise. This requires self-reflection and feedback. Every human being perceives the world differently. We perceive the world in a selective and individually interpreted manner. Every human being is in command of a range of scopes of action at any time. Everyone is responsible for his or her choices. Human beings can only change themselves. A change of behaviour requires, as a prerequisite, the change of the own attitude. Coaching – basic hypotheses 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 18

19. Even small changes can have a high impact. If one part of a system changes, this has an effect on all the other parts of the system, which will react in some way. Every change has it´s price. The willingness to change depends on the cost- benefit ratio. Human beings tend to adapt their behaviour according to the expectations of others. Our own expectations have a high impact on our personal development and success. Acknowledgement is basic need, every human has. Everyone seeks for being appreciated/estimated individually. Everything happens with a positive intent and a certain benefit. Thoughts, emotions and actions form an entity. If one part changes, the other two change automatically. Coaching – basic hypotheses 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 19

20. estimation empathy acceptance authenticity A systemic and solution-oriented coach works on the basis of a humanistic approach: Only the one who feels accepted and estimated has access to his or her abilities and will be open up for new ways and view-points. => Relevant attitudes for a professional coach are: Coach requirements 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 20

21. Consulting => based on an situation analysis including concrete suggestions for activities Supervision => support and further development of people working in social services and professions Training => knowledge transfer, development of competences – e.g. including tests – conducted with a trainer as expert Psychotherapy => treatment of mental disorders with psychological straints and pathological significance due to changes of the persons characteristics, ways of experiencing and behaviour Coaching – is not... 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 21

22. methodical competence individual competence technical competence social competence methodical competence individual competence technical competence social competence Inter- cultural competence... such as: knowledge of cost, income + risk factors knowledge management organisational skills problem solving and decision making skills... such as understanding for the imprint of the own culture on the own behaviour understanding and acceptance of different ways of thinking and view- points tolerance of ambiguity foreign language knowledge polycentrism knowledge of strategies for the use of conscious and unconscious cultural rules... such as: self-motivation ability to work under pressure self-organisation, ability for self- control optimistic attitude ability for self-criticism... such as: ability to work in teams ability to assimilate ability to take initiative communication abilities empathy, tolerance... such as: knowledge of markets, legislations + enterprises specific knowledge for a technical area international experience knowledge of the development status of the technical area within the target culture Coaching – Fields of competences 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 22 Method and media mix for acquisition and development of capabilities methodical competence individual competence technical competence social competence inter- cultural competence... such as: seminars, workshops, papers... chats, Forums... electronic media, virtual seminars... experience reports, blogs, print media coaching => in guided and self- guided learning processes

23. ... is an „on-the-job“ scheme relating to concrete situations or cases... selects the problems, differentiates aspects of the problem due to a special international context... supports the solution-finding for problems and conflicts in international co-operations and intercultural management... considers the client´s special needs and requests and his or her indidual environment Intercultural Coaching 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 23

24. Competences: personal competence social-communicative competence methodical-technical competence knowledge competence field competence characteristics: empathic respectful trustworthy ascetic integer, independent with a positive attitude tolerant Coach requirements 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 24

25. Coaching cycle: Coaching Session 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 25

26. Methods for interviewing: Active listening (paraphrasing, verbalising) Resources-oriented Questions (open, circular, solution-/future-oriented) Solution-orientatin (focusing on aims, positive formulations, invitations to change perspective) Feedback (I-messages/statements, no judgments/valuations, perceptions) Metaphors (densify information, support change of perspectives) Coaching Session 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 26

27. Forms/Settings Individual coaching Group coaching Self-coaching „shadow“-sessions Combinations: Coaching – Training Virtual (self-)coaching Methods Dialogues, interviews Visualisations Role games, simulations Change of perspectives Check lists, self-reflection forms Coaching Settings 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 27

28. www.radius-team.com Intercultural Coaching is a special form of "Situational Coaching", providing support to those working abroad or in roles involving international contact. One important role of a coach is to show how behaviour is culturally dependent and to improve intercultural competence. www.marywinograd.com Intercultural coaching is an approach that helps individuals relate and successfully communicate with people from other cultures. A culture is a realm that comprises nationality, ethnicity, religion, age group and others. Intercultural coaching can kelp the client adapt to an expatriation or a repatriation, outsource to other countries, develop business relationships with foreign countries or other cultural groups, lead multicultural teams (teams of people from different countries, ethnicities or cultural groups), smooth relationships with in-laws from other cultures or prepare for an interfaith marriage. Intercultural Coaching 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 28

29. Sietar – Society for intercultural Education, Training and Research www.sietar.org.uk, Written by Kate Griffin and Richard Cook What is Intercultural Coaching? Intercultural coaching has the same basic tenets as standard professional coaching but also takes into consideration the coachee’s cultural perspective, and those of the people around him/her. Intercultural coaching focuses on creating an ‘intercultural climate’ that allows the coach and coachee to become more culturally aware and adapt their behaviour and expectations as appropriate. Intercultural coaching is defined as “utilising culture as a force of change to unleash the coachee’s potential”. Both the coach and the coachee will take a look at the cultures that might be involved (national culture, organisational culture, social class, professional affiliation, etc.) and consider how to take them into account for the realisation of the coachee’s objectives. (...) Intercultural Coaching 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 29

30. (...) One of the challenges intercultural coaches face is trying to balance the different worldviews in a way that is respectful. Intercultural coaches need to be aware of whose worldview is in play at any one time. They should also be clear that they can hold their own worldview without letting it have a negative impact on the coaching session. As Zarine Jacob says, “an intercultural coach embodies great coaching skills within the context of intercultural understanding”. As organisations have increasingly become more global, business coaches will need to take into consideration different cultural perspectives and worldviews in order to become more effective and for business to remain profitable. Intercultural Coaching 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 30

31. Intercultural Coaching 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 31

32. Conflict: when two apparently incompatible perspectives or different scopes of action meet; both conflict parties argue on the basis of their own reality and perception: AB perspectives Intercultural conflicts: include a cultural dimension of reality; the conflict is extended by an additional reality dimension AB Synergy und Win-win-solution through additional reality dimension Intercultural Conflict 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 32

33. Source Moore, C.W. (1996): The Mediation Process Relations Facts InterestsStructure Values Causes of Conflicts 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 33 Conflicts

34. Critical Incidents: Scopes of action in specific situations, which are different in other cultures representatives of these cultures get into contact and misunderstandings, confusions and conflicts occur Critical Incidents 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 34

35. Value:Dialectic counter value: Devaluating exaggeration: Counter Value: Blind, naïv confidence Continuous mistrust trust caution  positive field of tension; Dialectic counter value  Antagonism between value and degradation  Relation between value and degradation  Devaluating exaggeration Values Square 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 35

36. 1.Step: Identification of inner voices Identification of opponents 2.Step: Hearing of individual voices self-revelation of opponents (monologues) 3.Step: To allow and animate free discussion Dialogue/dispute 4.Step: Moderation and structuring by head/leader conciliation and acceptance of parts 5.Step: Brainstorming for solution-finding: selection of valuable aspects of voices identificiation of individual positions´ interests extension of cognitive structure 6.Step: Draft of an integrative statement Teambuilding and decision by head/leader Inner Team 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 36

37. When I don´t know, that I don´t know, I believe I know. Laing, R.D. 1972 To thine own self be true. Shakespeare 29-31, March 2010 Dr. Sabine Horst, Coaching Training Neue Medien 37

38. Thank you for your attention! Coaching — Training — Neue Medien Dr. Sabine Horst Medienhaus Stuttgart Mörikestr. 67 D-70199 Stuttgart M: +49 179 5122091 F: +49 711 96666-489 sabine.horst@online.de