Coaching is a highly versatile tool for personal and professional development that can be applied in different areas of life. It helps address emotional issues such as self-focus and goal setting and can be used concretely to improve specific skills such as communication. In this anonymised case study, we highlight the successful application of systemic coaching in a professional context.

The challenging case of Andreas:

A senior manager, named Andreas sought support because he felt overly stressed and overwhelmed in his professional position. He led a team of four team leaders with about seven employees each and was also an expert in his field. The high work pressure and the need to manage multiple tasks had pushed him to his limits.

The start of coaching:

Andreas decided to work with me as a coach to overcome his professional challenges after an initial online meeting. The first coaching conversation allowed him to express his feelings and concerns regarding the ongoing stress. He reported sleep problems and the constant fear of not completing professional tasks on time. As a coach, I offered him a safe space to share these emotions.

The miracle question:

I guided Andreas through the “miracle question” in the coaching process. This question helped him imagine a future where he was free from the current obstacles and could shape his working life according to his ideas. He visualised a more balanced work-life balance and an improved ability to prioritise.

The Scaling Question:

We worked on a step-by-step plan developed using the ‘scaling question’ to achieve this target state. Andreas and I normalised a scale from 0 to 10, with 0 representing his low point before coaching and 10 representing the target state developed by the Miracle Question. In this process, Andreas identified his current position on this scale (in his case, a 2) and the state that would be acceptable to him (an 8).Key findings and actions:

Andreas developed concrete steps to increase his scale score. These included blocking out fixed times in his calendar to organise himself, creating a structured task list to prioritise better and documenting his meeting structure to improve efficiency.

The coaching process:

We worked intensively on Andreas’ self-organisation and focus in the following coaching sessions. This included prioritisation techniques, time management and stress management. We did exercises to increase his self-awareness and mindfulness. Each session began with a look at the goal state Andreas had developed and concluded with applying the scale question.

The result:

Over several sessions, we watched Andreas’ scale score gradually increase. He developed more apparent goal-setting for his professional tasks, improved his time management skills and reduced his stress levels. As a result, he could perform his leadership role more effectively. After about half a year, he received enthusiastic feedback from his team leaders about the improved cooperation. Andreas could still draw on his technical expertise but no longer acted as the centre of attention, instead supporting his team leaders in complex decisions.


This case study illustrates how systemic coaching integrating the ‘wonder question’ and the ‘scale question’ helped a leader like Andreas improve his stress management skills, strengthen his self-organisation and fulfil his leadership role more effectively.

Rate this post