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Leadership development

"You're in the
  people business"

This expresses my deep conviction that the key to long-term and emotionally satisfying success lies in creating and nurturing interpersonal working relationships. Sensitively adjusted to the culture, but regardless of industry, company, function or hierarchical level.

Foundation

Appreciation and loyalty are based on inner connection. Inner connectedness requires trust in the leader and the relationship with the leader:

 

  • Trust in the person and their values

  • Trust in professional and social competence

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In order to develop this socio-communicative competence, in building trusting relationships, you as a leader need to know your inherent r beneficial and obstructive motives as well as personality traits. Once these have been analyzed, you can exploit their potential for you in a targeted and comprehensive way.

Leading self career

Participants

  • Individuals or small groups of up to three participants

  • Registration via the employer or as a private person

Target group

1. Emerging and ambitious leaders at lower and middle management levels who have gained initial leadership experience and ... 

 

... want to prepare themselves for a concrete larger responsibility,

... want to learn from experienced leaders as part of their ongoing development,
... want to develop their skills on the interpersonal side of leadership,

... want to deepen their client relationships or
... want to be retained by the company through an exceptional development activity.

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2. More experiecned leaders, who ...

... are looking for a sparring partner for interpersonal topics, which typcially do not get the required full attention in daily business life,

... and/or want to reflect on received feedback or own perceptions in order to enhance appreciation and trust within their work environment.

Individual action plan

Tailor-made impulse mentoring 

 

Focal points and recommendations for action adapted to your personality and motives from three areas

Leading self mentoring Holger Jetses

Leading self

  1. Wanting to make a career

  2. Planning, deciding and staying flexible

  3. Proactive and with attention to detail 

  4. Verifying alternatives and critical thinking

  5. Appreciating cultural differences and diversity

  6. Staying hungry to learn

  7. Keeping the big picture in mind

Communicate with impact

Communicate
with impact

  1. Giving non-verbal signals

  2. Applying verbal clarity

  3. Telling stories

  4. Breaking the ice 

  5. Holding back and staying humble 

  6. Giving and receiving feedback

  7. Setting scent marks 

Team best practices

Connecting
behavior

  1. Showing empathy

  2. Building trust

  3. Creating connections

  4. Saying “Thank you”  

  5. Showing emotions 

  6. Inspiring and leading by example 

  7. Letting go to grow

What is special about Retreat & Mentoring?

  1. The impulse workshop  in a unique retreat environment

  2. Building of a trusting bond  between mentor and mentee

  3. Transparent sharing of pragmatic best practices

  4. Tailoring to personal motives and personality traits of mentees

  5. Focusing on interpersonal leadership behaviour

  6. Support and structured success-monitoring after the workshop

  7. Giving the mentee the opportunity to exchange with mentees of other companies

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In addition, external mentoring offers many neutral perspectives, independent of employer-specific climate, culture and circumstances, and allows for truly open reflections and conversations.

Worksheet Coaching success

My impulses for your success 

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To support our discussions and your change-process, you will receive a copy of my impulse-guideline. This small pocket guide, with 54 removable impulse-cards, was compiled by me in order to have the best practices at hand at all times.
 

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Coaching individual leadership

What is Retreat & Mentoring not?

Retreat & Mentoring ...

 

... does not offer simple recipes in the sense of "one size fits all" programs for rapid professional advancement 

... is not a tedious repetition of well-known leadership principles from textbooks or other sources, without help for concrete implementation

... is not a non-committal mentoring discussion without impact, squeezed between other appointments

... is not an impersonal event in the sterile environment of uninspiring conference rooms, with no personal connection between mentor and mentee

... is not a lecturing in a one-time "listen-well-and-then-do-it-better" mode

... is not a "one-hit-wonder" that is quickly forgotten, followed by business as usual soon after the workshop

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