The Triad Model 

Consultants and coaches enable their clients to see familiar problems from a different angle. The aim is to discover optimal and creative solutions. 

As an Executive Coach, Consultant and Trainer, I base my work on a model that was devised by Aristotle 2300 years ago. It is also commonly used in psychology and communications theory: The Triad Model

  • “I” Level (Ethos)
  • “We” Level (Pathos)
  • “It” Level (Logos)

When these three levels are harmoniously united, they enable us to creatively find solutions, successfully persuade others and achieve our goals more quickly and directly.

 

I use a variety of tools and moderation techniques in my coaching, seminars, trainings und workshops, including:

  • Development and intervention models rooted in systemic and progressive organisational development
  • Theoretical knowledge and practical application of existential-analytic coachings
  • Hypnosystemic concepts
  • Agile Leadership
  • Transformational Leadership

To support a deeper understanding and internalisation of the training and coaching materials, I also use different methods from consciousness and mindfulness training as well as various imaginative and relaxation techniques.

How the Triad Model works:

“I” Level 

The basis for this method is your own self-awareness. You are your most valuable instrument for persuading others to join your cause. If you know yourself well and can bring out the best of yourself, you will develop a passion for your cause. This is what persuades others.

The following questions provide more clarity:

  • What is my “Why”? When you know your “Why” and act from it, you will be passionate about what you do. You will have greater, long-term success and gain the trust and loyalty of your colleagues and clients.
  • What do I stand for? What do I put my energy into? What is my purpose, my calling, my “North Star”?
  • What is my mission, my bridge over the waters of uncertainty? Which values serve as safeguards along my path?
  • What does success mean to me? How do I define fulfilment?
  • How do I distinguish between what I can control and what I cannot?
  • Am I aware of myself? Do I know my wishes and needs? Do I know what nurtures me, what makes me feel good, how to find inner peace? Only then am I truly in touch with myself.
  • How do I align my thoughts with my actions?
  • How do I cope with limits and failure? 

“We” Level

The secret to successful collaboration is appreciative relationships. It is important to build healthy relationships based on trust and maintain our connection to others. The key to trusting relationships lies within these questions: 

  • How do I deal with other people and our differences?
  • How can I encourage my conversation partner to open up? How can I build a bridge between us?
  • How can I establish a healthy relationship between giving and receiving?
  • How do I deal with ambivalence and conflict?

 

“It” Level 

Learn how to articulate yourself clearly and persuasively.
The answers to these questions will lead the way:

  • What are your short-term, medium-term and long-term goals? How do they fit within the greater goal of your organisation?
  • How can you craft your message so that it sticks?
  • How do you attain a binding agreement?
  • How do you meet adversity?

When you find the answers to these questions, you will experience what we call “Unity”: Being in touch with yourself, with others, and the issue at hand. I will support you along the way.

As a coach, I have experienced how rewarding the path to self-recognition is: meeting and accepting your “inner team”, welcoming in both light and darkness – these allow us to mature as human beings. The resulting authenticity and vivacity facilitates real inner and outer connection. This connection will help you to effectively influence and incite enthusiasm in others for your common goal.

Benefits of the Triad Model

 

Passion and commitment replace “internal resignation”

The digital revolution is leading to profound changes within organisations. More than ever, successful organisations need:

  • intelligent,
  • empathetic, and
  • prudent

employees and leaders who act in the interest of the common good.

These are the key qualifications of “Digital Leaders” that determine corporate values:

Motivation instead of control,
Sharing knowledge instead of hoarding it,
Persuasiveness,
Relationship management,
Trust,
Empowerment through attractive visions,
Values und appreciation,
Ability to learn,
Creativity,
Innovation,
Courage,
Exhibiting healthy habits. 

German employees lack passion

Germany’s Engagement Index over time*


The annual Galupp-Report shows that 71 per cent of German employees only “work-to-rule”. 14 per cent have resigned internally. Only 15 per cent work with their heart, hand and head. (Numbers from 2018; these vary by 1-2 per cent from year to year). The value of annual productivity loss suffered by the German economy due to lack of an emotional connection and weak leadership are estimated at 99 billion Euros.

*Gallup Engagement Index, Germany’s most renowned study of employee commitment.
Basis: Employed individuals above 18 years of age in Germany

It’s high time to consider a new perspective and a foundational paradigm shift. Leadership must be based on values and appreciation in order to meet the human desire for meaning and connection. Employees who find their work meaningful and who experience appreciation are more creative and innovative.

I know from personal experience how crucial this change of course is. Teams who collaborate on the basis of trust, respect and appreciation achieve their goals with greater ease and less friction. This is why I help individuals, groups and organisations to connect with themselves and with others. 

Show the world what you’re made of –
live the music that plays within you!