A hiring process is successful when the right person not only signs on but also becomes and remains effective in their new role. With systemic business coaching, we supplement our executive search process with two phases that often determine success in practice: clarification before the search begins, and support once the new hire has joined the company.
Together with our partner Christina Romberger, a leadership and personal development coach from Freiburg, we support companies precisely where a job description and resume alone are not enough.
01Clarity before the search
02Deciding together
03Settling into the role
04Teams in motion
Executive search and systemic coaching are intertwined. This creates a continuous process that does not end with the signing of the contract.
Before the search begins, it becomes clear what the position really needs: within the team, at the interfaces and in the expectations that are rarely spoken out loud.
Based on this sharpened profile, our executive search consultants search their network in a targeted and discreet way, with the industry experience BESTMINDS stands for.
During the first months, coaching supports the new person as they settle in. They become effective faster, avoid typical early mistakes and stay.
A job profile describes qualifications, experience and the market environment. That is the basis of every good search. Systemic coaching adds the context in which the position operates: the team, the interfaces, the history of the role and the expectations nobody has written down.
In practice, it is often these factors that decide whether a placement lasts.
Four scenarios that reveal whether a casting choice works: before the search begins, when an actor takes on a new role, when there are changes in the team, and when an actor leaves.
Before the search begins, management, the responsible line manager and HR work out together what the position really needs. The results feed directly into the search profile of our executive search consultants and into the later onboarding support.
The new leader becomes effective faster, avoids typical early mistakes and stays. The support comes in two variants:
The support starts before the first working day and ends with a joint review. Sessions take place online or in person in Freiburg.
Getting to know each other, the starting situation and personal goals for the new role.
The new leader, the client and the coach agree on the goals of the support together.
90 minutes each, on the topics that actually come up in the day-to-day of the new role.
A joint look at the progress made and at what remains important after the support ends.
Confidentiality: The content of the coaching remains confidential. Feedback to the client is given only in the three-way meetings and concerns the status of the process, not personal content.
For teams going through change, growth or a change of leadership. Roles, communication and collaboration are realigned, tensions are addressed openly and trust is built. The team finds its way back to clear, constructive collaboration.
When a company parts ways with a leader, a fair transition is also a question of corporate culture. The coaching supports the person concerned through processing the change, reorientation and positioning, all the way to an application strategy.
“Modern leadership starts within us.”
Before becoming a coach, Christina Romberger spent more than 15 years in leadership roles herself, most recently as Head of E-Commerce. She has built teams, led and developed people, managed budgets and guided companies through complex change.
Today she works with people who carry high responsibility in complex roles. Her approach: not to optimise anyone or force them into a role, but to make visible what is already there. Resources, experience, values and the patterns that strengthen or hold someone back.
Pricing depends on the format and scope of the project. During the initial consultation, you’ll receive an overview tailored to your situation.
Both. Individual sessions take place online or in person in Freiburg; workshops and team coaching sessions can also be held at your location by arrangement.
The content of the individual sessions remains confidential. They are integrated through two three-way discussions, during which goals are agreed upon and progress is reviewed.
For subject matter experts taking on a leadership role for the first time following a transition, and for experienced executives up to the C-suite level who are starting in a new organization. The process is the same; the focus areas differ.
Yes. Team coaching and new placement are available regardless of whether a position has been filled. Onboarding support is also suitable for positions filled internally.
Our recruitment consultants are responsible for the search and selection process. Coaching takes place both before and after that: in the clarification workshop, which refines the search profile, and through support during the first few months. We’ll discuss which combination makes the most sense for you during our initial consultation.
Systemic coaching does not view a person in isolation, but rather in relation to their environment: their team, supervisors, points of interaction, and corporate culture. It reveals interconnections and helps individuals develop their own sustainable solutions, rather than imposing ready-made ones.
Talk to us about your next placement and how we can secure it together.
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