Effective development processes.
Close to the everyday reality of your leaders.
For 38 years we have been active in human resource development and in guiding change processes. In recent years the pace of change has increased noticeably once again – in how we work, where we work, the speed of response required, and how we orient ourselves towards our clients and their needs. Here is a brief overview of how we see our role as a companion in development and change processes:
We are a steady partner who aims to bring about effective change over the long term with the least possible time and financial outlay. Recommending measures that merely look good in the short term is not our way. In substance, we work in a “goal- and results-oriented” manner; in dealing with people, we work in a “relationship- and trust-oriented” manner.
Learn moreAchieving effectiveness in development processes is our daily job – thoughtful, oriented to everyday reality, and holistic. No approach, however well staged in a stylish location, delivers economic, motivational or team-building success unless it truly becomes effective.
Learn moreDevelopment processes within companies are often complex. Divisions sometimes don't perform as intended; teams have all the individual skills they need but don't reach the results they're aiming for together – or they do, but they don't get along with one another, and the "climate" isn't right. The leader has a particular role to play here; sometimes structural adjustments mean that individual people in positions of responsibility are not (yet) equal to the many demands of a leadership role. And some employees who are very valuable to the overall process have personal issues that block them or prevent them from delivering the performance they're actually capable of. Developing these people can, providing they want it, have a strong impact on both individual and team results.
We accompany our clients over periods currently ranging from 1 to 25 years. We take up acute, short-term issues promptly and just as readily design long-term development plans for individual leaders, teams or entire company divisions.
Learn morePersonal issues often play into everyday working life, directly or indirectly. Individual coaching and individual consultation create a safe space here – from both a human and an organisational point of view.
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Born 1959, Dipl.-Kfm. (LMU Munich)
Founder and owner of GESECO Gehring Seminare & Coaching. Specialist in leadership topics and leadership development, languages: German, English. Studied at LMU Munich, focusing on business administration, leadership, strategic programmes and organisational psychology; also studied mechanical engineering/process engineering at TU Munich. Trainer and consultant since 1988, founder & owner of GESECO Gehring Seminare & Coaching since 1992. 38 years of experience in designing, consulting, training and coaching within large corporations and owner-managed medium-sized companies.
Specialist in developing and implementing holistic, structured HR development concepts. Core competence in connecting commercial objectives with the individual-psychological questions faced by teams and individuals. Long-standing consultant, trainer and coach to leaders across a wide range of companies and industries – from board level/senior management to team and group leadership. A coach in the original sense of the word, for leaders in difficult situations facing a company or its divisions. A permanent connection to day-to-day operations, geared towards effectiveness and guiding continuous change.
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