Make your coaching training with us target-oriented to the federal Specialist certificate as:

company mentor / EFA

Take your chance and shape your future!

Kai-Uwe Schmidt & Susanna Koller

All information about your apprenticeship can be found on our website:

Do you sometimes feel powerless in your role and / or your employees?

Success and careers are closely related to our relationship with power. Success in this sense means the ability to achieve goals. It is the power to specifically design and shape spaces from which the desired results grow.

So my coaching is not about teaching you techniques how to use power - it is more about creating your identity structure and your inner spaces. 
► To design your freedom for positive work.

Individual coaching on the subject of power

A suitable metaphor for the positive effects of power is BAMBOO:
It is grounded, elastic, strives for size and height, grows naturally, facing the sun, bends in a storm without breaking, straightens itself up again, stands in groups, has a high level of resilience.

❓ Do you (already) feel like bamboo? 

☎️ If not, let's talk about it

❇️ Certification ISO / IEC 17024 by TÜV Austria ❇️

After intensive preparation, in September I was able to submit the necessary documents for the independent personal certification “value-oriented systemic coach & consultant” according to ISO / IEC 17024 by TÜV Austria.

After the test on October 08th, I am officially certified by TÜV Austria under the number TA 7202116962.


You can find more information about certification here:

What actually constitutes good leadership❓

▶ ️ Good managers lead themselves. 
This means, among other things, that they have to know what their strengths and areas of development are, how they learn, how to behave under stress, what annoys them and what makes them happy.

▶ ️ But there are other things that make up really, really good leadership. You can see which these are in the file ...

Employees are the most valuable asset of any company

The ideas, experiences, skills and the contribution of all employees ultimately generate the output for every company - this treasure must be nurtured

The most difficult task in a company at the moment is to maintain the spirit. To ensure that the employees receive support and have energy, even though they have been working in isolation at home for a long time. Personal Exchanges, short distances and the many informal conversations were a kind of cement that held together well-functioning teams. This putty also ensured the personal well-being of each individual team member. Today other ways and means are needed for appreciative cooperation, effective communication, safe use of management tools, work organization and dealing with conflicts. 
People look for a sense of togetherness while separated from their colleagues, as well as information and transparency about what is going on in their teams and in the company. Space for personal needs and discussions is just as important.

But what employees need most at the moment is a real one APPRECIATION within the company.

If you want to know how I can help you and your team, click here.

I look forward to our exchange.

Aviate, navigate, communicate

These basic rules are taught to every pilot in the course of their training. So if problems arise during a flight and the situation is uncertain, clear priorities are set: First, you have to fly the aircraft and keep it in the air. Then the pilot has to navigate and decide on the best flight direction. Only then does the communication with air traffic control / tower / passengers etc. take place. 

The parallels to current life with lockdowns and completely changed framework conditions are certainly there. Here, too, the priority is to control the aircraft (or life) and to make the decision for the best direction - you are the responsible pilot of your life and decide how your life should look in the future. Communication with family / partner / company is important for feedback, further support and helps against loneliness.


Understanding of leadership in day-to-day business

Leadership means providing others with the framework within which they can accept their responsibility for common goals and while developing their own talent.

▶ ︎ Delegation then does not mean packages of tasks, but decisions and initiative. 
▶ ︎ Leadership is perceived from above to below, but takes place laterally and upwards. 
▶ ︎ It's about creating free spaces that employees can use to develop their own potential for the good of the whole. 
▶ ︎ It is therefore important to create a corporate and leadership culture that allows mistakes as opportunities for the further development of the company and employees.
▶ ︎ Management teams must be aware of the attitude with which they lead their employees.

How does leadership succeed at a distance?

Management at a distance has now become particularly important due to the Corona crisis. The personal conversation on site is the exception. That is why a clear leadership style is important. The manager must plan and communicate particularly effectively.

The challenges require rules in order to lead successfully. In order to avoid frustrations and misunderstandings for employees and yourself, you need, among other things:

✔︎ a functioning infrastructure
✔︎ regular feedback and motivation
✔︎ regular communication
✔︎ (nevertheless) personal meetings for a healthy basis of trust
✔︎ the appreciation of successes

Manager and Leader

The manager plans and budgets, he organizes and fills positions and he is the controller and problem solver. 

The leader, on the other hand, sets the direction, aligns his employees accordingly and is also motivating and inspiring. 

As a result, the manager creates order and constancy whereas the leader creates change and movement and thus further development.
In normal day-to-day management there is no executive who is only a manager or just a leader, but the main orientation is the decisive factor here: in most cases, superiors are better in one of the two categories than in the other. Every company needs managers and leaders for the success of the company, because both skills are important components of a functioning company.

What are you more Manager or leader?


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What makes a top team?

Nowadays everyone is on the road in different teams - be it as a team leader or team member: at work, in a club or in the family. All teams have one thing in common: they are “a group of people who work together on a specific task” (definition Duden).
The task determines who is part of the team and how long the team will last. Teams are found, teams are built up in a targeted manner, team members change and teams also disband again.

✭ But what makes the difference between a functioning team and a successful team?

Certainly all players in the Bundesliga can play football well, but only a few teams also play for the Champions League cup. 

✔︎ The difference lies in the team culture! 

This is shaped by the factors players, leadership, skills, processes, structure, strategy and the values ​​practiced by the team. The design of these factors is an expression of the culture and makes the team a distinctive group of people.
Team culture is not static, but constantly adapts to current situations and challenges when faced with internal or external pressure to change.

What is your team culture like? 


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Values ​​and motivation determine success in behavior change

The approach in classic coaching can usually be found on the level of competencies or behavior. These measures can certainly achieve the desired result in the short term. A constant change in behavior presupposes that individual and intrinsic motives and values ​​are taken into account, as these ultimately determine our entire behavior.

What is your most important value?


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In the last part of the RMP® series, the remaining motives for life1 described after Steven Reiss. If desired, the Eros motif can be replaced by the Beauty motif in the business version of the profile.



The relationship motif describes how strongly people seek or avoid contact and closeness to other people.

An active social life is very important to people with a strong motive for life. Many are usually deeply involved in the social life of the environment in which they live. You always want to know where something is happening. Some want to participate in all activities and feel hurt when they are excluded from an activity. Some feel downright energetic in the company of others.

People with a low motive for life Relationships place less value on a sociable social life than most other people. Everyone naturally likes to have contact with other people. But people with a low motive for life, relationships always need time with themselves, far away from others, in order to regenerate.


The pursuit of a family shows how strong the desire for one's own children is and how one handles one's own children.

People with a strong family motivation are family-oriented. Of course, almost everyone cares about their family, but people with a strong family motivation put their family first and organize their lives and schedules so that they can spend as much time with the family as possible.

Some people with a weak family motive do not want to have children. And they are unlikely to change their minds about it. Others, on the other hand, would like to have children, but experience being with them as not so joyful or even have difficulty forming a close bond with them. The daily tasks appear to them to be rather tedious, perhaps also boring, when they live with children, and they feel like chained up.


The life motive of status is expressed in the desire for prestige in the social hierarchy.

People with a strong motive for life, status, mean a lot to respect and standing. Many are taken with fame and popularity. It could be that people with a strong motive for life are impressed by celebrities, or that being a member of a hip club means a lot to them. Wealth also impresses many. Accordingly, money is an important motivational factor.

People with a low motive for life are humble and down to earth. They do not believe in elitist thinking, arrogance and self-importance, because these characteristics contradict the inner conviction and belief in social equality. Many behave in a more casual, informal and relaxed manner.


In the pursuit of vengeance, the desire to win contrasts with the need for harmony.

People with a strong motivation for revenge have a fighting spirit; they reciprocate when others have offended them. When people with a strong vengeance motive have been insulted, they are concerned to seek retaliation. The motive for life revenge can be lived out in many ways. Some are highly competitive and have a tendency to compare themselves to others and feel the need to be better.

People with a low motive for revenge prefer to avoid conflict. Many tend to try to find a common denominator and compromise. People with a low motive for revenge could be called peacemakers. They are usually good at helping people make sensible decisions in difficult negotiation situations. Some people succeed well in bringing people back together after disagreements or after a competition or even after quite violent arguments.


The motif Eros stands for the pursuit of lust and sexuality.

People with a strong motive for life, Eros, appreciate romance and eroticism, sensuality and beauty more than other people. Of course, everyone appreciates romance, but people with a strongly pronounced life motive, Eros, are more attentive than others to beautiful people, romantic situations and erotic signals.

People with a less pronounced motive for life, Eros, perceive romance and eroticism, sensuality and beauty to be less important than other people. Of course everyone appreciates romance, but people with a less pronounced motive for life, eros, place less value than most people on how attractive they appear to others and are accordingly less concerned with eroticism or beauty.


The food motif asks about the meaning that food and enjoyment have for someone.

People with a strong motivation to eat love to eat and accordingly have a big appetite. You are enthusiastic about a wide variety of foods. They like to eat and without hesitation they try new dishes from other cultures and countries. They have cultivated their sense of taste and smell.

For people with a low motivation to eat, eating is less important and accordingly they do not enjoy it to the same extent as other people do. If food wasn't a biological necessity, some would even forego it. Many do not like to experiment with food and taste. Some are also not interested in cooking and preparing food.

Physical activity

The physical activity motif describes how important exercise is for one's own life satisfaction.

People with a strong motive for life, physical activity, love movement, physical exertion and activities that require muscle strength. Of course, everyone likes to move around, but people with a strong motivation for physical activity feel much more joy in doing so than other people.

People with a low level of motivation for physical activity tend to prefer a “sedentary lifestyle”. Some become “coach potatoes”. People with a low level of motivation for physical activity will feel comfortable in a workplace that requires little or no physical activity.


The motif of calm expresses the striving for a fear-free and emotionally stable life.

People with a strong motivation to live calm are highly sensitive to dangers, risks or pain. They often experience anxiety or stress. Many would describe themselves as a rather nervous or even oversensitive person. They usually have trouble coping with stress. Accordingly, they also prefer an environment that is as stress-free as possible and activities with a low stress level.

Many people with a low motivation to live are considered courageous, calm and relaxed contemporaries. Many are not easily disturbed. Most of them hardly experience stress or fear. When under pressure, most keep a cool head and remain confident even when things go wrong. Some are more likely to take the initiative in situations where others are breathless.

1: The Reiss Motivation Profile® manual


Working with the Reiss Motivation Profile® offers you these advantages:

  • You get to know yourself and others better
  • Visualization and understanding of your inner drivers
  • Increase in performance and motivation


The application and above all the benefits of the RMP® is very diverse in the professional world. The ReissMotivation Profile® is particularly valuable in the following contexts:

  • Leadership and leadership development
  • Team composition and team development
  • Project work
  • Coaching
  • Recruiting and talent management

We are happy to address your individual needs as part of a free initial consultation. To schedule an appointment or to contact us here.


The first blog post gave an insight into how the individual motives influence our personality and our behavior or our set of values. Now let's see the motives for life1 more precisely at: 


This life motive describes the desire for influence, leadership and control.

People with a strong motivation to live with power usually like to lead other people, like to take responsibility and like to exert influence on their surroundings. You often behave in a dominant and assertive manner. Or they like to give advice to others, even strangers. Usually they stand up for what they believe in.

People with a low level of motivation to live with power usually do not like leading or giving advice to other people. It may be that they prefer more professional roles, preferring to stay in the background and leave the leadership role to others.


The need for independence goes hand in hand with living out freedom and independence.

People with a strong motivation to live independence have a great need for personal freedom and self-determination. Feeling free is very important to many. They don't like to be dependent on other people and therefore prefer to do things alone, without help from others.

People with a low level of independence prefer when other people are involved in almost all of their activities. Usually they behave in a team-oriented manner. Usually they like to work on tasks together with colleagues. Many have a strong sense of community and prefer to spend time with others and make decisions together.


The life motive curiosity provides information about how important knowledge and the acquisition of knowledge is for someone.

People with a strong motive for life, curiosity, tend to be intellectual. Some are thoughtful, inquisitive, thoughtful, or analytical. Many are interested in ideas, knowledge or theories regardless of their practical relevance. Some people with a strong curiosity motivation become intellectuals. Some love to read books. Some like to have lively conversations in good company. Many of them appreciate smart, thoughtful people.

People with a low level of curiosity are practice-oriented people who believe that «actions speak louder than words».

They prefer a practical approach to achieving goals and they don't like to analyze things too much. Many see themselves more as a “doer” or “doer”, in contrast to others who see themselves more as a “thinker” or “thinker”.


The motive for recognition shows the extent to which one's own self-image depends on positive confirmation from other people.

People with a strong motivation for life to be recognized are among those people who are sensitive to criticism, rejection or failure. Many people with a high need for approval are sensitive to what other people think or say about them. Some perform well on the days when they feel confident, but fall behind when fearful of failure.

People with a low level of motivation for appreciation are usually self-conscious. Setbacks are quickly shaken off by people with a low motivation for life recognition and they tend to look ahead. Usually, many focus more on what is going well than what is not going well. Many are self-confident and have little doubt about themselves. On the contrary, they are convinced of their self-worth.


The pursuit of order is characterized by a high need for structure.

People with a strong motivation for life strive to structure and organize the things in their life. It is easy for many to make plans, make lists or schedules, and establish rules. In this context, people with a strong motivation to live in order usually prefer to have clear and assessable framework conditions ensured.

People with a weak motivation to live in order greatly value flexibility. Many even feel reluctant to organize and plan. When it comes to indeterminate, uncertain or confusing situations, people with a low-key motivation for life are very open-minded and tolerant. Many even feel constrained by structure and order. Some tend to dive into new projects with only a little bit of preparation and planning.


The expression of the life motive saving / collecting indicates how important it is for people to own things.

People with a strong motivation to save like to collect things. Sometimes this concerns things of value such as B. Money or other valuable things. Sometimes it can also be about things that have no practical value. For people with a strong motivation to save, it is important to take care of the things they own. Conversely, they find it difficult to throw things away. Many believe that it is wrong to be wasteful of things.

People with a low motivation to save are often generous. They may even be wasteful at times. Picking up or collecting things is usually not a concern for them. People with a low motivation to save do not look after their property very well. They are more likely to buy something new than to fix something old.


The motive of honor is understood to mean the degree of adherence to principles or purpose orientation.

People with a strong motive for life, honor, behave honestly, trustworthily, conscientiously, loyally and principally towards others. Usually, people with a strong motivation to honor honor observe rules and regulations. It is important to them to behave morally. This includes, for example, keeping promises not to cheat or cheat.

People with a low motivation to honor honor like to act according to their own ideas and rules. When an opportunity happens by chance, people with a low motive for honor are usually willing to do whatever is necessary to seize the unexpected opportunity. Many keep their eyes open for possible possibilities. It can happen that you do not adhere to an agreement that has already been made for a new option.


The pursuit of idealism relates to the importance of social justice and fairness.

Social justice is very important to people with a strong motivation to live idealism and the well-being of those in need is important to them. A strongly developed motive for life, idealism, shows itself in behavior that is characterized by compassion, generosity and selflessness. You care about helping others. They usually get involved in humanitarian causes such as eradicating diseases or fighting poverty.

People with a low level of idealism are aware that social injustice is part of life. Many tend to think that the world is just as it is and feel no inner mandate to change that by supporting the needy or the oppressed. They tend to describe themselves as “realists” and avoid getting involved in humanitarian activities that have nothing to do with their lives. Perhaps they are convinced that they are primarily responsible for their families and themselves.

The explanations of the remaining basic motifs follow in the next blog. But you don't have to wait until then - contact me via the contact page. I look forward to our exchange.

1: The Reiss Motivation Profile® manual



"There is no point in trying to motivate another person by appealing to values ​​that this person does not have"

Steven Reiss Ph.D.

Many executives claim to motivate their employees. Many things are certainly done right. However, I have also seen and experienced many uniform motivational approaches based on the “watering can principle”. Things like climbing park visits, cooking evenings, escape room events or ordered seminar visits are an integral part of the annual agenda in many places. According to the motto: The employee is a calculable quantity per se. However, it is then discovered with surprise: some employees do not respond at all to the respective uniform measure for employee motivation.

The American psychologist and researcher Steven Reiss named 16 different life motives as basic motives that shape the behavior of every person. The differences can be seen in the characteristics of the motifs. 

If a person is aware of the motives that dominate them and can act out them, there is a greater chance of professional success and personal happiness for them. The basic motives, which also express themselves as needs, can be named after Steven Reiss as follows:

  • Power - the need for influence or leadership
  • Independence - the need for independence and self-sufficiency
  • Curiosity - the need for knowledge and truth
  • Recognition - the need for positive self-worth
  • Order - the need for structure
  • Saving - the need to collect
  • Honor - the need to live by moral principles 
  • Idealism - the need for social justice
  • Relationships - the need for friendship
  • Family - the need for parenthood and being with siblings
  • Status - the need to respect one's social position
  • Revenge - the need for retribution
  • Eros - the need for beauty and sexuality
  • Food - the need for food
  • Physical activity - the need for physical fitness
  • Calm - the need for security

According to Reiss, these 16 life motifs are the core of every personality - our value system, so to speak, with which we go through life every day. Due to the different characteristics of each motif, a meeting of two people with the same profile is almost impossible.

The approach in classic coaching can usually be found on the level of competencies or behavior. These measures can certainly achieve the desired result in the short term. A constant change in behavior presupposes that individual and intrinsic motives and values ​​are taken into account, as these ultimately determine our entire behavior.

A motivation-oriented coaching approach with the Reiss Motivation Profile® starts with the constant of our life: our individual values ​​and needs.

The respective basic motifs will be explained in the next few articles. Curious? Together we can already work out your personal Reiss profile.