Taking up a new role
A role change in a matrix or programme structure: building influence where there is no direct line authority.
Coaching · in the canton of Zurich
Executive and management coaching in the canton of Zurich
An individual working space for executives and management boards in the canton of Zurich — for role changes, difficult decisions and one's own leadership stance.
Working in the canton of Zurich
The canton of Zurich concentrates financial services, insurance, technology and European headquarters of international groups. Executives here often lead mixed-language teams inside structures with short decision cycles and high staff mobility. Zurich is also a tight labour market: promoting internally requires solid evidence.
Most common working languages in the canton of Zurich: German and English.
Coaching in the canton of Zurich: what we secure
Tense situations and hard decisions
Leading a transformation programme on a tight schedule: clarifying priorities, holding resistance and keeping the team along.
Developing your management practice
A board member in an international headquarters: representing your own decisions to an overseas parent.
Coaching Zurich: where we intervene
We work in the cities below and cover the whole canton of Zurich.
Coaching in other cantons
The same support, adapted to each canton's economic fabric.
Coaching Zurich: why choose SHR
Coaching Zurich 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 Zurich engagement aims at visible change at work.
Coaching Zurich 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 Zurich, never the content.
Our coaches know the local context and can run the Coaching Zurich in the coachee’s working language, on site, at a neutral venue or online.
At the end of the Coaching Zurich, a three-way review measures what has changed. To start Coaching Zurich, a no-commitment first meeting checks that the working relationship can form.
How SHR coaching works — Coaching Zurich
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 Zurich
Does coaching in the canton of Zurich take place on site or online?
Both. Sessions are held at your premises, in our office in Lancy or by videoconference; many participants combine the two formats.
How many sessions are typical?
A coaching engagement usually covers six to ten sessions with objectives formulated at the start and reviewed along the way.
How many coaching sessions should be planned in the canton of Zurich?
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 Zurich 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 Zurich are German and English.
A situation to work on in the canton of Zurich?
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.