Im Interview Eric Adler
Jede Führungskraft führt ihr Team. Das ist die Aufgabe als Führungskraft. Doch wenn schon führen, dann am besten mit dem richtigen Werkzeug führen, oder? Das bringt uns zu der Frage: Welche Führungsstile gibt es? Und: Gibt es einen Königsweg für das Thema Führungsstile, der für jede Führungskraft, jedes Unternehmen und jede Teamgröße passt?
Lese in diesem Artikel über die Herausforderungen bei der Umsetzung von Führungsstilen in der Praxis und erfahre, was Sozialkompetenzexperte Eric Adler mit seiner 30-jährigen Erfahrung, die er unter anderem auch im Management-Coaching gesammelt hat, dazu sagt.
Was wir Dir jetzt schon versprechen können: Am Ende des Artikels erhältst Du für Dich als Führungskraft die Möglichkeit, den entscheidenden Schlüssel für einen erfolgreichen Führungsstil auch in Deiner Praxis umzusetzen.
Was bedeutet Führungsstil?
Wir wollen zu Beginn einmal die Sache an sich genauer ansehen. Was bedeutet denn Führungsstil überhaupt? Das Wort Führungsstil besteht aus den Worten “Führung” und “Stil”.
“Führung” wird allg. als psychologische und soziale Fähigkeit einer Person im Umgang mit Menschen betrachtet. – Gabler Wirtschaftslexikon. Suchen wir nach der Wortbedeutung und Definition von “Stil”, dann finden wir dafür Definitionen wie “Gestaltungsweise” oder “spezielle Auswahl”.
Beide Wortdefinitionen lassen erahnen, dass die Kombination dieser beiden Worte zu “Führungsstil” unterschiedliche Ansätze ergeben muss. Was Dich in Deiner Suche nach einem passenden Führungsstil unter all den Führungsstilen bestätigt. Allein die “sozialen Fähigkeiten” im Wort Führung spielen dabei eine extrem große Bedeutung.
“Der Führungsstil ist die typische Art und Weise des Verhaltens von Vorgesetzten gegenüber einzelnen Untergebenen und Gruppen.”
– Gabler Wirtschaftslexikon.
Oft wird nochmals deutlich das situativ variierende Führungsverhalten vom Führungsstil abgegrenzt: “Der Führungsstil benennt ein eher einheitliches, mehr oder weniger konsistentes Muster des Führungsverhaltens, als dessen „idealtypische(r) Ausprägung“” (Bisani 1990).

Das Wichtigste über Führungsstile
Kurt Lewin, Robert A. Blake und Jane Mouton, Max Weber oder Horst-Joachim Rahn. Sie alle haben sich in Verbindung mit Führungsstilen einen Namen gemacht. Kurt Lewin (1890-1947), auch als Vater der klassischen Führungsstile bekannt, unterscheidet autoritäre, kooperative und laissez-faire Führung. Die Unterscheidung nach dem Grad des Entscheidungsspielraums beim Führenden bzw. der Gruppe bestimmt den Führungsstil.
Die 6 wichtigsten Führungsstile:
- Despotischer Führungsstil: Die Führungskraft entscheidet ausschließlich selbst. Es liegt kein Entscheidungsspielraum beim Einzelnen oder der Gruppe.
- Patriarchalischer Führungsstil: Die Führungskraft entscheidet auch hier selbst und weiß die Entscheidung zu „verkaufen“ und konsequent durchzusetzen.
- Hierarchischer Führungsstil: Die Führungskraft gibt vor. Der Einzelne oder das Team können Verbesserungsvorschläge bringen.
- Partizipativer Führungsstil: Die Mitarbeiter haben viel Entscheidungsspielraum und suchen nach Lösungsideen analog der gestellten Anforderungen und Ziele. Danach entscheidet die Führungskraft.
- Kooperativer Führungsstil: Die Führungskraft steckt die Rahmenbedingungen, das Team sucht Lösungsideen und trifft selbst die Entscheidung. Die Eigenkontrolle und Verantwortung stehen hier ganz oben.
- Laissez-faire Führungsstil: Vollständig freies Handeln der Mitarbeiter innerhalb systembedingter Grenzen. Die gesamte Entscheidungsfindung und Verantwortung liegt bei den Mitarbeitern.
Du siehst, da ist ganz schön viel Spielraum drinnen und es gibt noch eine Vielzahl weiterer, moderner Ansätze zu den Führungsstilen. In Summe geht die Tendenz weg vom klassischen hierarchischen Führungsstil, hin zur Entfaltung und Einbringung des Einzelnen.
Hier sind ein paar Fragen für Dich und Deinen Status Quo:
- Sagt Dir einer der Führungsstile eher zu als der andere?
- Erkennst Du Dich und Dein prinzipielles Führungsverhalten in einem der Führungsstile wider?
- Welcher der Führungsstile passt aus Deiner Sicht am ehesten zu Dir und Deiner Situation?
- Welche Herausforderungen haben sich bei der Umsetzung bereits ergeben?
- Was sind die aktuellen Herausforderungen in Deinem Team, die Du mit einem richtigen Führungsstil lösen möchtest?
Die Antworten auf diese Fragen kannst Du jetzt einmal in Ruhe für Dich auf einem separaten Blatt notieren bevor Du weiterliest…
Wenn Du das gemacht hast, hast Du schon einmal für Dich reflektiert, wo Du stehst und was Du für Dich auf der Führungsstil-Suche lösen möchtest.
Lass uns dann jetzt gemeinsam einmal in die Praxis eintauchen und anhand von ein paar Beispielen sehen (vielleicht erkennst Du das ein oder andere Beispiel wider), welche Herausforderungen in Teams auftreten können und, ob wir für die Situationen den einen, Richtigen unter den Führungsstilen finden…
Führen! Aber mit welchem Führungsstil?
Du bekommst von uns jetzt 5 Beispiele aus der Praxis. Überlege Dir – oder notiere Dir am besten nach jedem Beispiel:
- Kannst Du nachvollziehen, dass solche Beispiele passieren?
- Kam das Beispiel bei Dir im Team auch schon vor?
- Welcher der Führungsstile scheint Dir der passende für das Beispiel zu sein?
- Wenn Du unter 3. keinen eindeutigen Führungsstil zuordnen kannst: Welche Handlungsmöglichkeiten hat die Führungskraft aus Deiner Sicht?
Beispiel 1: “Ich gehe in die Arbeit, weil mir nichts anderes übrig bleibt…”
Jeden Morgen um 6:00 Uhr klingelt der Wecker bei Marc B. Er quält sich aus dem Bett, schleppt sich ins Bad, trinkt schnell einen Kaffee, verzichtet wie immer auf Frühstückszeit, steckt sich ein ungesundes Vesper ein und hetzt zum Auto, mit dem er fluchend auf die Hauptstraße abbiegt, wo ihn die auf rot umschaltende Ampel ausbremst. “Verflixte Ampel. Verflixte Arbeit. Wenn ich doch nur,…” Auf der Arbeit geht es genauso weiter. Marc B. macht seit Jahren Dienst nach Vorschrift: “Das Nötigste erledigen. Auf keinen Fall mehr, schneller, besser als erwartet. Die jetzt noch motivierte, neue Kollegin wird schon schnell genug merken, worum es hier geht.” Auf keinen Fall Engagement oder Interesse zeigen, der Chef tut es ja auch nicht.” Und ein paar Monate später: Marc B. hat es geschafft: Die motivierte Kollegin kommt auch schon mit hängenden Mundwinkeln ins Büro: “Die Woche ist noch so lange, aber wir bekommen es schon irgendwie abgesessen. Eine andere Wahl haben wir ja doch nicht, nicht wahr, Marc?!”
Weißt Du, was hier passiert ist?
Innere Kündigung! Die größte Falle, in die Führungskräfte geraten können. Der Gallup Engagement Index ist Deutschlands renommierteste und umfangreichste Studie zur Arbeitsplatzqualität und zeigt – je nach Branche – Zahlen innerer Kündigung von bis fast 40%. Das sind Mitarbeiter, die sich selbst nicht mehr als Teil des Unternehmens sehen. Der Wert für ein Gefühl von “innerer Verpflichtung” gegenüber der Firma liegt nach dieser Studie sogar bei fast 90%.
Beispiel 2: ”Ich arbeite bei der Firma XY und verkaufe so Maschinen…”
In einer anderen Firma gibt es den Mitarbeiter Simon W. Simon W. ist Verkäufer. Er fällt weder besonders positiv noch negativ auf. Er ist halt da und macht seinen Job. Sein Job ist es, Maschinen zu verkaufen. Er arbeitet die Kundenanfragen brav ab und erledigt, was zu erledigen ist. Wenn wir einen Kunden fragen würden, ob er ein guter Verkäufer ist, würden die meisten Kunden mit “Nein” antworten. Wenn wir seine Kollegen & Chef fragen, ob er einen Beitrag zum Team oder zur Weiterentwicklung der Wertschöpfungskette beiträgt: “Nein!” Auf die typische Frage nach dem, was Simon W. tut, antwortet er: “Ich verkaufe halt so Maschinen…”
Kommt Dir das bekannt vor? Kannst Du Dir vorstellen, was Simon W. hat?
Es fehlt ihm das Gefühl & die Freude für seine Tätigkeit, sowie die Überzeugung für das Unternehmen. Da ist keine Ausstrahlung, die beim Kunden ankommen kann. Da ist keine Motivation, die eine positive Grundstimmung ins Team bringt. Da ist kein Pflichtgefühl, sich einzubringen. Da kaufen die Kunden diese Maschine doch lieber bei der Konkurrenz, wo der Verkäufer ein toller Typ ist, Freude und Sicherheit ausstrahlt und stolz von der Firma erzählt, für die er tätig ist. Wo die Wirtschaftlichkeit höher ist, ist uns vermutlich allen klar.
Beispiel 3: “Hast Du das gehört…?”
In einem anderen Unternehmen gibt es Frieda S., Lisa B. und Iris P., die alle 3 in einem Team zusammenarbeiten und an einem gemeinsames Projekt tüfteln. Lisa B. ärgert sich heute still über Frieda S., die aus ihrer Sicht die Lorbeeren des Chefs für die tolle Idee eingesammelt hat, die ihr gehört hätten. Frieda S. bleibt das jedoch unbekannt. In einer ruhigen Minute geht Lisa B. zu Iris P. und beginnt dort über Frieda S. herzuziehen, sie schlecht zu machen: “Hast Du das gesehen? Die hat…. gemacht!” Iris P. steigt schnell in das Fehlerspiel ein: “Ja, um ehrlich zu sein, hat sie das auch schon mal bei mir gemacht. Sie ist schon ein wenig sehr von sich eingenommen und immer darauf ab, vor dem Chef gut dazustehen.” Frieda S. kommt zurück in die Gruppe. Beide lächeln sie an: “Gut, dass Du da bist. Lass uns doch gleich zusammen weitermachen.” Ein paar Tage später… Lisa B. und Frieda S. warten auf Iris P., die wohl noch länger in der Pause ist. “Iris P. ist schon wieder zu spät. So wirklich Teamgeist hat sie ja nicht.” “Ja, da hast Du Recht. Wir schaffen es ja auch pünktlich – macht sich halt ein schönes Leben.”
Was passiert hier? Eines der Größten Probleme in Teams…
Das Fehlerspiel! Schlecht über andere reden in dessen Abwesenheit. Und dann am besten noch so tun, wie wenn alles tiptop wäre, sobald die Person dazukommt. Und dieses Spiel spielt jeder mit jedem. Mehrfach am Tag. Es gehört dazu, wie die gemeinsamen Kaffeepausen. Und das Beste: Das Ganze geht auch wunderbar über die Führungskraft. Natürlich nur dann, wenn sie weit weg ist. Dass diese negative Energie bei allem, was das Team tut mitschwingt, ist uns ebenfalls klar. Welche Auswirkung das auf die Motivation und die Identifikation mit dem Unternehmen und letztendlich die Produktivität hat: Können wir uns ausmalen…
Beispiel 4: “Wie geht das… ?”, “Wo finde ich… ?”, “Ich kann das nicht.” und “Es ist so schwierig…”
In einem anderen Unternehmen gibt Führungskraft Peter L. seinen Mitarbeitern die Aufgabenverteilung zu Beginn der Woche weiter. Im Meeting scheint allen alles klar zu sein. “Bloß nicht blamieren vor den anderen und gut dastehen.” Wenige Minuten nach dem Meeting steht bereits der erste Mitarbeiter am Schreibtisch von Peter L. “Wie genau soll ich da vorgehen?” Ein paar Stunden später steht schon der nächste Mitarbeiter bei ihm: “Wo finde ich dazu Informationen?” und kurz darauf der Nächste: “Ich kann das nicht. Das funktioniert so nicht.”… die Woche vergeht. Das nächste Meeting steht an. Die Zusammenfassung des Reportings: Viele Rechtfertigungen, warum etwas nicht funktionierte, so schwierig war, nicht fertig oder anders ist, als gewünscht…
Worauf trifft die Führungskraft in diesen Fällen?
Problemorientierung statt Lösungsorientierung. Ebenfalls ein weit verbreitetes Phänomen in Teams, welches zu gleichen Teilen von Mitarbeitern als auch von Führungskräften am Leben erhalten wird. Und die erste Anlaufstelle bei bereits kleinen Stolpersteinen ist die Führungskraft. Die weiß ja am besten, wie es geht. Warum also selbst nachdenken, wenn es so doch schneller geht?! Geht es wirklich schneller? Vermutlich hast Du als Führungskraft bereits ein Schmunzeln im Gesicht, weil Du weißt, dass es Dich selbst in Deinem Flow behindert und ebenso kontraproduktiv für die Mitarbeiter ist.
Beispiel 5: “Ich bin mein eigener Boss…”
In einem anderen Unternehmen gibt es Mitarbeiter Hans M. Er arbeitet dort schon seit er aus der Lehre gegangen ist. Ein alter Hase sozusagen. Hans M. macht seine Arbeit gut, kennt sich aus, kennt die Kunden, wird von diesen geliebt, weil sich über die Jahre eine Beziehung aufgebaut hat. Es kommt der Tag, an dem es einen Führungskräftewechsel gibt. Der bisherige Chef geht in Rente. Eine Nachwuchsführungskraft tritt an dessen Stelle und soll Hans M. nun davon überzeugen, dass die neue Unternehmensphilosophie, die neuen Prozesse & Abläufe besser sind. “Einen alten Hasen verbiegt man nicht und mich schon gar nicht. Ich mache das, wie bisher, das hat immer gut funktioniert.” Hans M. macht sein Ding. Der neue Chef kann tun, was er will und auf Hans M. zugehen wie er will: Er kommt nicht zu ihm durch.
Was ist das Problem?
Die Akzeptanz der Führungskraft und fehlende Identifikation bei Veränderungen. Auch das ist ein Beispiel, das nicht selten in Unternehmen vorkommt. Bestehende Teams haben ihre Gewohnheiten und Überzeugungen. Nur mit einem entsprechenden Status kann der neue Chef an solche Mitarbeiter durchdringen und sie für sich und ihren Weg gewinnen. Ist das anders, dann können wir uns ausmalen, wie viel Vergnügen und Motivation der neue Chef in der Firma hat und wie sehr das Team sich mit dem neuen Weg mitentwickeln wird.
Erfundene Beispiele oder Realität? Mal ehrlich unter uns… wie oft hast Du von möglichen 5 Mal ein ja auf die erste Frage “Kannst Du nachvollziehen, dass solche Beispiele passieren?” gegeben? Und, noch viel interessanter… wie lautet Deine Summe auf die Frage “Kam das Beispiel bei Dir im Team auch schon vor?”
Kommen wir zur Auswertung der 3. Frage: “Welcher der Führungsstile scheint Dir der Passende für das Beispiel zu sein?” Die meisten Führungskraft tun sich hier schwer, einen eindeutigen Führungsstil zuzuordnen, der am besten funktioniert.
Ging es Dir genauso?
Nehmen wir einmal das Beispiel 1: “Innere Kündigung” her:
- Was bringt uns dort ein hierarchischer Führungsstil mit wenig Entscheidungsspielraum?
Die Führungskraft sagt Marc B. ganz klar, was er wie zu tun hat, gibt ihm alles vor, bezieht ihn in nichts mit ein. Wird sich viel ändern? Nein. Es bleibt alles beim Alten…
- Was bringt uns dort ein Führungsstil mit gemeinsamen Entscheidungsspielraum?
Die Führungskraft bezieht Marc B. in alles mit ein, lässt ihn mitentscheiden. Wird er sich groß beteiligen? Nein. Er hat innerlich bereits gekündigt. Warum sollte er, nur weil ein anderer Führungsstil angewendet wird, auf einmal mehr für das Unternehmen tun als nötig. Er sieht seine Tätigkeit dort ja als “mittel zum Zweck”
- Was bringt uns dort ein Führungsstil mit viel Entscheidungsspielraum?
Diese Führungsstil Variante bei jemandem anzuwenden, der innerlich bereits gekündigt hat, wäre wie einem Fußball-Fan das Trikot der Gegnermannschaft anzuziehen und zu hoffen, er wird damit Fan des anderen Clubs.
Lass uns einmal ansehen, welche Handlungsmöglichkeiten Du als Führungskraft in den 5 Beispielen hättest, um der Suche nach dem richtigen Führungsstil noch näher zu kommen:
Beispiel 1: “Ich gehe in die Arbeit, weil mir nichts anderes übrig bleibt…”
Innere Einstellung verändern. Dankbarkeit für den Job wecken. Zugehörigkeit fühlbar machen.
Beispiel 2: ”Ich arbeite bei der Firma XY und verkaufe so Maschinen…”
Freude an der Tätigkeit finden lassen. Identifikation und Stolz wecken. Ausstrahlung und Status entwickeln. Selbst-Motivation geben.
Beispiel 3: “Hast Du das gehört…?”
Selbstwert stärken. Werte und Spirit im Team etablieren. Angst vor Fehlern aufheben.
Beispiel 4: “Wie geht das… ?”, “Wo finde ich… ?”, “Ich kann das nicht.” und “Es ist so schwierig…”
Lösungsorientierung in den Fokus bringen. Eigeninitiative und Selbstverantwortung stärken.
Beispiel 5: “Ich bin mein eigener Boss…”
Offenheit für Weiterentwicklung erreichen. Akzeptanz durch Status und Persönlichkeit gewinnen.
Wir sehen: Es geht hier um viel mehr, als nur um die Frage des richtigen Führungsstils!
Es geht um Entwicklung.
Und zwar um die Entwicklung von Mitarbeitern und vielmehr noch um die eigene Entwicklung als Führungskraft. Denn nur mit einer entsprechenden Persönlichkeit und den entsprechenden Fähigkeiten, das Team zu entwickeln, kann ein Führungsstil erfolgreich in der Praxis umgesetzt werden. Und die Arbeit beginnt da ganz Oben: Nämlich beim Chef! Ist der Chef ein gutes Vorbild, beginnt der Chef die Entwicklung bei sich selbst, hat der CHef das entsprechende Mindest, dann erst können die Mitarbeiter entsprechend entwickelt und geführt werden.
Wenn es um die Entwicklung von Menschen in ihrer Persönlichkeit geht, dann ist Sozialkompetenzexperte Eric Adler einer der besten Ansprechpartner. Er gibt uns im nächsten Abschnitt Einblicke in seine 30-jährige Entwicklungs-Tätigkeit in Unternehmen – u.a. im Spitzenmanagement – und zeigt Dir den entscheidenden Schlüssel zum Thema Führungsstile.

“Führungsstile vs. Sozialkompetenz” – Sozialkompetenzexperte Eric Adler im Interview
TC: Was fällt Ihnen ein, wenn wir Ihnen die Frage stellen, welcher der Führungsstile der Richtige ist?
Eric Adler: Völlig egal, welchen Führungsstil jemand anwendet, das entscheidende ist die Persönlichkeit. Und da geht es sowohl um die eigene Persönlichkeit der Führungskraft, als auch um die Persönlichkeit der Mitarbeiter. Und es gilt als Führungskraft die Persönlichkeit der Mitarbeiter zu entwickeln.
TC: Ist das das Erfolgsrezept, das Sie in ihrer Coaching-Tätigkeit in Unternehmen weitergegeben haben?
Eric Adler: Ja. Meine Kernkompetenz ist seit 1990 die Sozialkompetenz. Es sind die Menschen, die zählen. Nur auf Zahlen zu schauen hat sich als Bumerang erwiesen. Sozialkompetenz ist die Schlüsselfähigkeit dieser Zeit.
TC: Sie reden anstatt von Führungsstilen von Sozialkompetenz. Können Sie uns das näher erklären?
Eric Adler: Meine Definition: “Sozialkompetenz ist die Fähigkeit, mit sich und seinem Umfeld (optimal) zurechtzukommen.” Fragen Sie sich doch einmal selbst in einer ruhigen Stunde: “Wie perfekt komme ich in allen Lebenssituationen mit mir selbst zurecht? Wie optimal jederzeit mit meinem Umfeld?” Da kommen spannende Antworten heraus, wenn sich diese Fragen jemand als Führungskraft stellt und ebenso, wenn sich diese Fragen ein Mitarbeiter stellt. Das gilt es zu optimieren.
Das heißt, sie meinen, dass die Optimierung der sozialen Kompetenzen die Suche nach dem richtigen Führungsstil ersetzt?
Eric Adler: Sagen wir so, eine Führungskraft, die den Fokus auf die Entwicklung der eigenen Sozialkompetenz (in den Bereichen: Kommunikation, Motivation und Mentalkraft) und die Entwicklung der sozialen Kompetenz der Mitarbeiter legt, sucht nicht den einen perfekten Führungsstil, der universal gilt.
Wie können wir uns das in der Praxis vorstellen? Haben Sie uns ein Beispiel dazu?
Eric Adler: Ein schönes Beispiel aus meiner Coaching-Tätigkeit ist das Thema Problemorientierung vs. Lösungsorientierung. Eine Führungskraft hat bisher ziemlich hierarchisch geführt, alles vorgegeben und wenig losgelassen. Das Team traute sich selbst nur wenig zu, kam mit jedem kleinen Problem zu ihm, überlegte sich nie selbständig Lösungswege, sah immer das, was nicht ging und war sehr Problemorientiert.
Die Führungskraft war damit beschäftigt, laufend zu kontrollieren, korrigieren und neu vorzugeben. Alle zusammen und vor allem die Führungskraft verloren an Zeit, Effizienz und Motivation.
Die Führungskraft war sich sicher, dass es am Team lag. Bis sie eines verstand: Es liegt an Dir! Dadurch, dass Du die Einstellung und Gewohnheit hast, nichts loszulassen, bremst Du die Entwicklung Deines Teams und die Deines Unternehmens. Der erste Schritt war also die Entwicklung der Fähigkeit “Loslassen können” auf der einen Seite und auf der anderen Seite die Entwicklung des Teams in Richtung “Lösungsorientierung” statt “Problemorientierung”. Die Führungskraft und das Team bekamen von mir die Tools, um das nachhaltig entwickeln zu können und wurden von mir bei diesem Prozess begleitet.
Das Ergebnis: Die Führungskraft arbeitet heute 1 Tag weniger pro Woche, verdoppelte ihren Umsatz und hat eine Unternehmenskultur aufgebaut, in der nicht der Führungsstil das Entscheidende ist, sondern der Einzelne im Team, der seinen Beitrag zum Ganzen mit Freude und Motivation leisten kann, weil er mit sich selbst und seinem Umfeld optimal zurechtkommt.
TC: Das klingt nachvollziehbar. Geht das so in jedem Unternehmen?
Eric Adler: Ja, das geht so in jedem Unternehmen. Ganz gleich, um welches Unternehmen es sich handelt, wenn Du die Sozialkompetenz entwickelst, dann entwickelt sich der Umsatz. Ganz automatisch. Das kann ich nach meiner 30-jährigen Coaching-Tätigkeit zu 100% garantieren.
TC: Warum macht das dann nicht jedes Unternehmen so?
Eric Adler: Es handelt sich um Persönlichkeitsentwicklung, wenn wir soziale Kompetenzen entwickeln möchten. Das dauert seine Zeit, denn Persönlichkeitsentwicklung ist Gewohnheitsentwicklung und Gewohnheiten entwickeln sich weder von alleine noch innerhalb von ein paar Tagen. Das macht das Ganze so schwierig. Leider setzen immer noch viele Unternehmen auf Fachwissen, Zahlen und Daten und herkömmliche Führungsstile, die von Menschen durchgesetzt werden, denen entsprechende soziale Kompetenzen fehlen.
TC: Wie schaut eine Königslösung aus, wenn es um die Entwicklung sozialer Kompetenzen geht?
Eric Adler: Im Optimalfall hat die Führungskraft bereits eine sehr starke Sozialkompetenz, entwickelt diese laufend weiter, kennt die Methodik, um andere Menschen in ihrer Persönlichkeit weiterzuentwickeln und hat auch die Tools & Inhalte, sowie das Können, um das nachhaltig zu tun. Danach geht es dann darum, das Team in der individuellen Praxis gemeinsam zu entwickeln. Und zwar nachhaltig (siehe dazu auch ASC-Methode).
TC: Das hört sich so an, als bräuchten die Unternehmen Coach-Ausbildungen für ihre Führungskräfte statt Führungsstile?
Eric Adler: Ja, das ist tatsächlich das Höchstmögliche! Und das, was ich mir nun nach über 75.000 erfolgreich gecoachten Menschen im Bereich der sozialen Kompetenzen zum Ziel gesetzt habe…
Dein Königsweg für das Thema Führungsstile…
Nachdem, Du die Beispiele und das Interview oben gelesen hast, sollte klar sein, dass die Herausforderung, die Du als Führungskraft hast, nicht die Suche nach dem passenden Führungsstil sein sollte, sondern die Frage, wie Du Deine eigenen sozialen Kompetenzen und die Deines Teams entwickelst.
Die Optimierung sozialer Kompetenzen bedeutet Persönlichkeitsentwicklung. Das ist der Schlüssel, den wir Dir zu Beginn des Artikels versprochen haben.
Um diesen Schlüssel in Deiner Praxis nachhaltig(!) umsetzen zu können, benötigst Du mehr als nur Wissen. Benötigst Du mehr, als nur ein Seminar oder ein Führungskräfte-Coaching. Du benötigst richtiges Handwerkszeug, um das tun zu können. Auch Fachwissen, Zahlen und Daten helfen da nur wenig weiter.
Eric Adler hat am Ende seines Interviews das Höchstmögliche angesprochen.
Das ist Deine Lösung!
Das ist Deine Möglichkeit, um den entscheidenden Schlüssel für einen erfolgreichen Führungsstil auch in Deiner Praxis umzusetzen.
Das Höchstmögliche ist es doch für Dich als Führungskraft – anstatt von Coach zu Coach und Trainer zu Trainer zu springen – selbst eine Coach-Ausbildung zu haben. Am besten noch eine Coach-Ausbildung für Persönlichkeit mit dem Schwerpunkt der Sozialkompetenz, die Dir mehr Umsatz garantiert.
Sozialkompetenz bedeutet Umsatz…
- wesentlich höheres Engagement
- gesteigerte Motivation
- mehr Durchhaltevermögen
- optimierte interne und externe Kommunikation
- verbesserte Problemlösungskompetenz
- höhere Verlässlichkeit
- starke Verbesserung der Teamorientierung
- Imageaufwertung für das innerbetriebliche Marketing
- mehr Eigenverantwortung
- mehr Freude an der Tätigkeit
Wenn Du Dir vorstellst,…
… Du erhältst all das Wissen und Können, das Sozialkompetenzexperte Eric Adler sich in 30 Jahren erarbeitet und aufgebaut hat. Du bekommst die Möglichkeit, eine Coach-Ausbildung mit Europas nachhaltigster Methode zu machen. Du absolvierst die Ausbildung bequem online. Du bestimmst Dein Tempo. Du erlernst die ASC-Methode und deren Hintergründe. Du entwickelst Dich selbst. Du entwickelst während und nach der Ausbildung Dein Team in Supervision. Du lernst vom Besten, wenn es um Nachhaltigkeit und Persönlichkeit geht (erfahre mehr von Eric Adler) Du kannst jederzeit starten.
Wie fühlt sich das jetzt für Dich an?
Wenn Du sagst: “Prinzipiell gut” oder sogar “Klingt zu gut, um wahr zu sein” bis hin zu “Wer kann sich das denn leisten?” und Du hast einen Smile im Gesicht, dann ist jetzt der richtige Zeitpunkt, dass wir uns kennenlernen und uns darüber unterhalten, ob einer der 50 möglichen Plätze für Dich bestimmt ist.
Was die letzte Frage angeht: Budgetär ist es garantiert kein Thema. Denn die Ausbildung ist kein “Business-Modell”, sondern Eric Adler hat eine Vision… und wer viel gibt, der bekommt vom Leben auch wieder viel zurück. So seine Devise.
Reserviere Dir jetzt einen unverbindlichen Gesprächstermin mit jemandem aus dem TRANSFER COACH-Team für die Ausbildung zum ASC-Methoden-COACH sowie zum Speaker & Trainer für “Die 12 NATURGESETZE zum ERFOLG”.
Wir freuen uns auf Dich!



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