Group Coaching

Group coachingGroup Coaching for managers is your key to the change and growth process. Group Coaching supports top management groups, managers and junior managers in their development as key personnel, internal culture builders and as a sustainable network within the company. The central focus is the specific, personal growth of the individuals. A commitment to openness and strengthening of the entire group results from the interaction between reflection and work processes with a group dynamic.

Group Coaching programmes are conducted on a modular basis over 6-12 months and comprise 10-12 participants, who work on their own needs and company case studies on the basis of a topic-specific curriculum.


USP-D Group Coaching AN OVERVIEW

Goals: Sustainable networking of key functions, development of culture, effective management of company-wide processes, exploiting the potential of existing strengths, the successful management and integration of changes, handling of growth and integration processes (M&A, JV)

Target groups: top managers, executive board members and members of the board of directors, also in conjunction between two hierarchical levels. Managers and junior managers of the same hierarchical level, talents and those with potential.

Application scope: Growth and change processes in organisations, the context of internationalisation, globalisation, networking of key functions, support during changes, competence development, culture development, increasing performance in teams

Methodology: Multi-module programme over 6-12 months, curriculum defined with HR and the company management, multi-modal format with group-dynamic tasks, mix of formats and methods with individual coaching, project support, peer work, preparation of and follow-up with the participants, reflection tasks, transfer definition, group reflection, Gestalt therapy work, meditation, mental coaching, vision/mission development, consistent support from the programme coach

Content focus at the intersection of personality, personnel and organisational development

Content focus

Content focus

Group Coaching addresses all levels of the intra- and inter-personal issues and needs of human beings.

Intra-personal: We question our own self-image in light of our influences and our values. Self-image and the image of others, drivers, anticipated limits and expectations determine us. The reflection achieved in Group Coaching helps to locate existing strengths and clarify further personality development.

Inter-personal: From “me” to “me and you” – this is the first step from self-obligation to contact. The human being as a social creature the (junior) manager in their management responsibility – the counterpart needs both facets, dealing with partners. From the initial orientation, attention is placed on an effective “we”. Sharing, guided feedback processes, group work and peer reflection are levels for encounters and intensification.

Intra-organisational: So, much as the central focus is placed on the innermost levels of the person and their relationship with the counterpart, the goal here is to give the organisation space. The “we” questions culture, creates culture and becomes a new unit that can be felt throughout the organisation. The participants experience what it means to take responsibility for the direction of the company and to take initiative themselves within it.

Inter-organisational: The effect permeates the various areas of the company, extends beyond the boundaries of divisions to the entire company and also reaches the market. The spirit of the shared orientation and corporate vision forms the goal here. This spirit operates in the background to ignite the intensive formation of the organisation’s identity as it is seen from the outside. Integrity, sustainability, reliability and commitment are currently the most requested and desired values when companies work together, search for customers and evaluate suppliers.


Group coaching sample architecture

Group coaching sample architecture



Group Coaching a strategic corporate decision. The benefits for the participants within the framework of a defined curriculum consist of
•    Increased self-management – self-obligation – self-responsibility
•    The development of a personal understanding of leadership and/or roles
•    Networking beyond the boundaries of departments
•    Personal maturation and strengthening of the ego
•    The important, exclusive, confidential handling of “taboo topics”

The benefits for the executives and the company itself are found in
•    Vision development
•    Self-management, sustainability, results orientation
•    The permeation and strengthening of the company’s values
•    Leadership within the company
•    Culture development/trust culture
•    Going global: healthy, organic growth and
•    organised, achievable change through conscious support



We consciously take responsibility for the success of your programme in all essential process steps, as well as in coordination and implementation. The close collaboration of project planning and implementation through USP-D Key Account Management ensures consistency and stringent handling. USP-D coaches ensure the quality of internal handling through close exchanges and comparisons with each other: this is distinguished by the strong individuality of the individual coaches backed up by a consistent philosophy with a characteristic USP-D style!
All projects are supervised by external, systemic consultants.