INDIVIDUAL COACHING: how not to lose yourself
Many female coachees come to me because they have great challenges to deal with in their corporate culture. They have serious problems how to communicate in a very competitive, masculine and status driven culture based on achievement and success, success being defined to be the winner.
INDIVIDUAL COACHING: how not to lose yourself
Many female coachees come to me because they have great challenges to deal with in their corporate culture. They have serious problems how to communicate in a very competitive, masculine and status driven culture based on achievement and success, success being defined to be the winner.
After Norway introduced by law the 40% female quota on all public boards, female executive coaching has been my special focus in my work. Almost 20 years of experience has led me to a deep understanding listening to the narratives of women from all over the world, what they have to struggle with so as not to lose themselves. Researching and writing my book “The Future is female – the Art of new living” co writing several other books on Female Leadership, has made me an expert on the personal journey to the personal transformation of female flourishment. The result is an individual coaching program with a unique approach.
"The future is a different country. They do things differently there."
– Christopher Weber-Fürst –
how not to lose yourself
Overview of coaching modules for individual female executives and female talent executives:
- Personal Value assessment according to Richard Barrett
- Learning a coaching approach according to evolutionary transformational coaching
- What stops you from realizing your full potential. Your internalized inner critic
- Becoming a leader is synonymous with becoming yourself. Who are you as yourself?
- Now that you know who you are: Learn how to lead as your autonomous and authentic self
- How do you take care of your-self. Long term goal setting and career planning
- Action plan. How do you realize your plans
- Shadow coaching. I follow you full 2 days as your “shadow” in everything you do and then 2 days full coaching for feedback and evaluation.
- This program lasts for 8 months with full support.
Feminine and masculine psychological values:
Masculinity stand for transaction and implies e.g.
Ability to position and defend your own opinion
Independency
Assertiveness
Strength
Willpower
Ability to take up the lead
Boldness
Dominance
Competitive spirit
Femininity stands for transformation and implies e.g.
Affection
Accommodation
Responsiveness
Understanding
Compassion
Caring
Ability to accept insecurity and not-knowing
Tenderness
Friendliness
The management of the 3rd millennium is female
Managers and leaders have different tasks of both instrumental and emotional character. Traditionally the instrumental, the transactional, is regarded as masculine, while the emotional, the transformative, is regarded as feminine. When the conservative masculine leadership ideal is fading out and the view is changing towards that a leader should master the more emotional tasks in addition to the instrumental, the androgynous personality types becomes especially attractive.
The requirements of a leader can be organized along two dimensions: the task-oriented leadership with a focus on product manufacturing, marketing, and so on, is mostly related to what we traditionally perceive as masculine characteristics. The second dimension is the relationship-oriented, which relates to the relationship between employees and the relationship between manager and employee and is based on feminine values. The more we see the more we see the need of managers who are able to function empathetically. We know that the good leader is the one who can master both the relationship-oriented and task-oriented. And the manager is almost without exception androgynous. It means that we as human beings have both the psychological masculine and feminine as a part of our personality structure. This is why I in particular in my coachings with female executives and talents, co-actively explore why, when and how you as a manager/leader can connect to either of these parts in you.
Coaching, mentoring and consulting women individually means to support and reinforce the inner access to all these inner sources, beyond limiting gender- or historical identifications with roles and images and to generate the transformational and transactional approaches to implement the individual potential.
“One key area we examine is why female leaders continue to be significantly under-represented in the workplace. A 2009 survey commissioned by the Equality and Human Rights Commission (EHRC)shows that only 12% of FTSE 100 directors in the UK are women (Sealy, Doldor and Vinnicombe, 2009). While there are many reasons why this occurs – legal, economic and sociological – we contend that one possible reason for the lack of female leaders in the business world is socio-linguistic. That is, women may simply have a harder job than men to be effective through their talk: to be listened to, included in key decisions, taken seriously, and to influence the views of others effectively.”
– Research done by Dr. Judith Baxter –