Experience in everyday working life shows that with executives, the higher they are in the company hierarchy, the less they are at risk of failing due to a lack of technical qualifications, but rather, due to noticeable deficits in their leadership skills. Frequently, the need to improve management skills is not perceived at a sufficiently early stage, or its impact is initially underestimated.

As a provider of integral consulting services, coaching, the advisory support of executives as “help with self-help”, is an important part of KEILMANN CONSULTING’s service range. A coaching process that has been initiated at the right time can stop undesirable developments in the area of leadership skills before dissatisfaction of employees and a disruption to the working atmosphere occurs.
In an exchange with your clients, we develop individual coaching programmes, which we derive in a targeted manner from the results of our management diagnostics processes and tailor to the companies' requirements. The focus of the coaching process is particularly on strengthening social and methodological competence, as well as expanding communication skills.

We act on behalf of companies, as well as on the basis of personal initiatives by executives, who see a change requirement or change potential with themselves and intend to develop further.

Contact us. We will be pleased to answer your questions.


Coaching of executives not only requires a high level of experience and authenticity, but also considerable neutrality and independence, which can best be ensured by an external coach. Only in this way, can the necessary trust grow between the coach and coachee.
In order to achieve sustainable success, coaching must also aim at reflection and change of personal attitudes and behaviours. The advisory effect on the personality and the resulting behaviours is one of the most difficult aspects of working with people and requires the utmost psychological empathy. It is frequently easier for the coachee to compare notes on these issues with an independent person who does not belong to the company. He is also more likely to be open with this person when communicating about his perspectives of problems than with dialogue partners within the company. The appointment of an external coach also offers major advantages in this respect.

KEILMANN CONSULTING has many years of experience in the field of personnel management, as well as in coaching executives and in adult education. This expertise, which we combine with the utmost empathy, ensures us acceptance from our coaching participants and creates all of the necessary requirements for effectively and efficiently working with the executives.


Typical coaching occasions are generally:

  • integration into a new company, organisational or working environment (onboard coaching);
  • the targeted promotion of specific competences in relation to restructuring and mergers;
  • the further development of an executive within the context of talent management and employee retention;
  • preparation for a new management function;
  • deficiencies with regard to leadership skills;
  • weaknesses in conflict management;
  • the expansion of communication skills;
  • dealing with self-perception and external perception;
  • overcoming professional failures and changed living situations;
  • preparation for a new phase in career planning.


Depending on the addressee and advisory topics, KEILMANN CONSULTING offers individual coaching, as well as group and team coaching.


Individual coaching is particularly suitable for dealing with individual management topics of (high-ranking) executives, where it involves optimally highlighting the personality characteristics of the client and his behaviour in confidential discussions, and changing these if necessary.


Group coaching particularly lends itself to managers who are at the start of their career. Input from the other group members can lead to valuable learning successes for the coachee with regard to interaction and group dynamics processes.


With team coaching, several people are coached at the same time, who are also in the same organisational unit at work or are linked to one another by jointly working on a project. Through this form of coaching, team-building processes can particularly be promoted after organisational changes or comprehensive restructuring. Furthermore, the contributions of the team members can strengthen the concrete practical reference with regard to the problem being discussed.


Like every problem-solving process, the coaching process is divided into the following phases:

  • perception and identification of the problem and development requirement;
  • analysis of the development requirement (causal research);
  • formulation of a solution;
  • introduction / application of the solution or the changed behaviour in business practice;
  • evaluation of the solution measures and revision of the coaching content, if necessary.


The objective of the coaching process is to support the executive in developing own solutions for daily working life through impulses, ideas and critical questioning of situations. To find solutions that make tools readily available for overcoming management problems, also those beyond the concrete situation.

For the success of each coaching project, there are two fundamental requirements that need to be fulfilled:

On the one hand, the support of coaching by the company organisation. On the other hand, the internal approval and positive attitude toward the coaching measure by the participant himself.

Contact us. We are pleased to advise companies and executives individually about suitable forms of coaching.