Taking up a new role
From long-standing specialist to manager: reshaping the relationship with former colleagues.
Coaching · in the canton of St. Gallen
Executive and management coaching in the canton of St. Gallen
A working space for executives and owners in the canton of St. Gallen who have long paths behind them inside their own company and now have to lead differently.
Working in the canton of St. Gallen
The canton of St. Gallen lives on export-oriented industry, textiles and technology, consulting and training businesses, and a dense network of mid-sized family firms. Leadership here often rests on long service and personal relationships; many executives grew up inside their own company. That is precisely why internal promotions need an independent view.
Most common working languages in the canton of St. Gallen: German; in export-oriented firms also English.
Coaching in the canton of St. Gallen: what we secure
Tense situations and hard decisions
Running a family business: separating the roles of owner, management board and family.
Developing your management practice
Leading an export firm: developing delegation, succession planning and relationships with international customers.
Coaching St. Gallen: where we intervene
We work in the cities below and cover the whole canton of St. Gallen.
Coaching in other cantons
The same support, adapted to each canton's economic fabric.
Coaching St. Gallen: why choose SHR
Coaching St. Gallen with SHR starts from a concrete goal set with the coachee and shared with the organisation: a new role, leadership presence, team management or workload balance. Every Coaching St. Gallen engagement aims at visible change at work.
Coaching St. Gallen relies on a three-way contract, spaced sessions and real situations worked on between meetings. Confidentiality is guaranteed: the organisation knows the goals of the Coaching St. Gallen, never the content.
Our coaches know the local context and can run the Coaching St. Gallen in the coachee’s working language, on site, at a neutral venue or online.
At the end of the Coaching St. Gallen, a three-way review measures what has changed. To start Coaching St. Gallen, a no-commitment first meeting checks that the working relationship can form.
How SHR coaching works — Coaching St. Gallen
Useful coaching is judged by what changes at work, not by how comfortable the sessions feel. We start from a goal set with the coachee and agreed with the organisation, then track progress against it.
- 01
Chemistry meeting
A no-commitment conversation to check the fit between coach and coachee. If the alliance does not form, we propose another coach — it is the first condition for success.
- 02
Three-way contract
Coachee, manager or HR, and coach agree on two or three observable goals and on what stays confidential. The organisation knows the goals, never the content of sessions.
- 03
Working sessions
Spaced sessions that leave time to experiment in between: real situations, preparing difficult conversations, field feedback. Tools such as 360° feedback are used only when they serve the goal.
- 04
Review
A three-way review of the original goals, what has changed, what remains and how the organisation can support what comes next.
What coaching delivers in practice
- Written, shared goals reviewed at mid-point
- A clear confidentiality frame for the coachee
- A structured final review with the manager or HR
- Ways to consolidate progress after the engagement ends
What coaching is not
It is not therapy, not a disguised disciplinary measure and not a way to load an organisational problem onto one person. When the difficulty lies in structure, role or team, we say so and suggest the right lever.
Reference points we rely on
Meta-analyses of workplace coaching report positive effects on performance, well-being and self-regulation, while stressing the weight of relationship quality and clear goals. Our coaches follow a recognised code of ethics: confidentiality, no conflicts of interest, and referral to another professional when a need is clinical.
- Theeboom, T., Beersma, B., & van Vianen, A. E. M. (2014). Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context. The Journal of Positive Psychology, 9(1), 1–18.
- Jones, R. J., Woods, S. A., & Guillaume, Y. R. F. (2016). The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89(2), 249–277.
- International Coaching Federation (2020). ICF Code of Ethics.
Frequently asked questions — coaching in the canton of St. Gallen
Where do coaching sessions take place in the canton of St. Gallen?
In your company, in a room nearby or by videoconference — also outside usual office hours when production schedules require it.
Is coaching useful for owners as well?
Yes. Many owners work on delegation, succession and keeping their distance from day-to-day operations.
How many coaching sessions should be planned in the canton of St. Gallen?
Six to ten sessions as a rule, with objectives set at the start and a review after three or four meetings. The pace follows your calendar.
Is coaching in the canton of St. Gallen confidential?
Yes. Session content is not passed to management or to third parties without your explicit agreement. The languages most used in the canton of St. Gallen are German; in export-oriented firms also English.
A situation to work on in the canton of St. Gallen?
Describe the situation in a few lines: we call you back to frame the request and propose a method suited to it.
SHR — Swiss Human Resources — Esplanade de Pont-Rouge 9A, 1212 Lancy (Genève), Suisse · Monday–Friday, 8am–6pm.