Global leadership in times of digitalization
Executive Mentor-Coaching
In her work with international executives, Dr. Al-Sadik-Lowinski MCC uses a unique mentor coaching approach to assist her clients with achieving greater leadership efficiency, forming solid leadership alliances and leading authentically.
She is ICF (International Coaching Federation) accredited and blends professional coaching with components of mentoring. Her work as a mentor is based on many years’ experience in the international corporate environment, her collaboration with numerous senior managers from all over the world and her experience as a researcher specializing in leadership and management. Her approaches to coaching include the use of the systemic Co-Active Coaching Methodology from the USA and the Executive Coaching Methodology from Australia. Dr. Al-Sadik-Lowinski has numerous qualifications recognized by the ICF which underpin professional coaching of the highest standard. Her qualifications include training in change management, intercultural leadership and team leadership as well as a number of other professional assessments.
The strength of Dr. Al-Sadik-Lowinski’s mentor coaching approach lies in the way the knowledge she has gained during her many years of international experience is used to guide her clients towards finding their own solutions to the problems they face. Coaches who use this approach are sometimes described in literature as trusted leadership advisors (TLAs).
- Develop a distinctive leadership vision and a global mindset leadership style
- Lead intercultural and interdisciplinary teams, either in person or virtually
- Maintain personal values and achieve fulfillment in their capacity as a leader to shape the corporate culture and corporate policy
- Strengthen their executive presence, assertiveness and communications skills
- Enhance their position when working with superiors, stakeholders, board members and employees
- Handle the exploitation of digitalization in management
- Manage their work structure and work-life balance
- Special: Expat-Coaching before, during and after relocation
Transparent, structured and with measurable results
The coaching process focuses on building strengths and attenuating weaknesses. Opportunities for growth are identified in the initial stages, wherever possible stakeholders are brought on board and the progress of the transformation process is monitored. The coaching is specifically tailored to the circumstances and goals of the individual client and usually lasts between six and twelve months.
Der Coaching-Prozess gliedert sich in vier strukturierte Phasen:
1. Exploration
Wo steht die Führungskraft heute?
In einem ersten Schritt werden die derzeitige berufliche Situation und die wichtigsten Faktoren, die Einfluss darauf nehmen, erfasst (u.a. Einsatz Assessment Tools wie z.B. Leadership Circle, vorhandene 360 Grad Feedback oder Stakeholder-Interviews durch den Coach). Danach wird das Wunsch Szenario erarbeitet, unter Berücksichtigung der aktuellen Anforderungen des Unternehmens an die Führungskraft.
2. Commitment
Welche Zielsetzungen sind für zukünftige Erfolge ausschlaggebend?
In diesem Schritt werden die Ziele für das Coaching gesetzt und vereinbart. Die speziellen Unternehmensziele werden in den Prozess aufgenommen. Für viele Führungskräfte ist es wichtig neben den beruflichen Zielen auch persönliche Ziele zu bearbeiten. Im Rahmen eines ganzheitlichen systemischen Coachings werden diese Themen berücksichtigt.
3. Action
Damit die Ziele effizient erreicht werden können
Während des Coaching-Programms werden konkrete Maßnahmen, Reflektionen oder Veränderungen vereinbart, um die gesetzten Ziele zu erreichen. Aufgabe des Coaches ist es, in regelmäßigen Kontakten gemeinsam die Fortschritte und Ergebnisse zu bewerten. Dafür ist offenes Feedback garantiert.
4. Sustainment
Damit die Veränderung nachhaltig wird
Gemeinsam wird die Erreichung der zu Beginn des Coachings festgelegten Erfolgskriterien überprüft. Klienten/innen haben bis dahin Methoden verinnerlicht, auf die sie bei Herausforderungen und Chancen zurückgreifen können.
Der Coaching-Prozess gliedert sich in vier strukturierte Phasen:
1.
Exploration
Wo steht die Führungskraft heute?
In einem ersten Schritt werden die derzeitige berufliche Situation und die wichtigsten Faktoren, die Einfluss darauf nehmen, erfasst (u.a. Einsatz Assessment Tools wie z.B. Leadership Circle, vorhandene 360 Grad Feedback oder Stakeholder-Interviews durch den Coach). Danach wird das Wunsch Szenario erarbeitet, unter Berücksichtigung der aktuellen Anforderungen des Unternehmens an die Führungskraft.
2.
Commitment
Welche Zielsetzungen sind für zukünftige Erfolge ausschlaggebend?
In diesem Schritt werden die Ziele für das Coaching gesetzt und vereinbart. Die speziellen Unternehmensziele werden in den Prozess aufgenommen. Für viele Führungskräfte ist es wichtig neben den beruflichen Zielen auch persönliche Ziele zu bearbeiten. Im Rahmen eines ganzheitlichen systemischen Coachings werden diese Themen berücksichtigt.
3.
Action
Damit die Ziele effizient erreicht werden können
Während des Coaching-Programms werden konkrete Maßnahmen, Reflektionen oder Veränderungen vereinbart, um die gesetzten Ziele zu erreichen. Aufgabe des Coaches ist es, in regelmäßigen Kontakten gemeinsam die Fortschritte und Ergebnisse zu bewerten. Dafür ist offenes Feedback garantiert.
4.
Sustainment
Damit die Veränderung nachhaltig wird
Gemeinsam wird die Erreichung der zu Beginn des Coachings festgelegten Erfolgskriterien überprüft. Klienten/innen haben bis dahin Methoden verinnerlicht, auf die sie bei Herausforderungen und Chancen zurückgreifen können.
Team Coaching
Team coaching is methodologically comparable to individual coaching, except that here the entire group is coached. Dr. Al-Sadik-Lowinski develops each team coaching program individually to reflect the respective situation of the team. The coaching uses a mix of internationally proven methods (e.g. ORSC, TCI). Team coaching is ideal for teams that want to increase their efficiency or improve relationships within the team, or both. A team assessment can be used to start team coaching. Based on the results, team members can quickly see how far they are from the „ideal team“ and which areas need to be strengthened. Team coaching and team building workshops are also ideal for completely new teams, so that they can clarify the roles in the team and understand the goals.
Career Coaching
Career decisions, dealing with challenges, leadership behavior
Dr. Bettina Al-Sadik-Lowinski also offers highly qualified mentor coaching directly for executives. For many years she has worked with executives from a wide variety of cultural backgrounds, organizations and company areas who would like to use coaching regardless of the company. She assists executives, academics and self-employed people from all over the world achieve different goals and enables reflections that help them to make important decisions. Her clients benefit from her experience in leadership research, intercultural expertise and practical experience in business.
Topics such as international leadership skills, international transfer and career planning are of particular importance to many clients. Dr. Al-Sadik-Lowinski, with her special approach to executive mentor coaching, aims to achieve sustainable results that have a positive influence on the professional career and position in the company. The methodology offers to tackle “the bigger picture” and to tackle goals that go beyond the career. Questions such as long-term career planning, dealing with corporate policy, finding meaning in the job, managing employees, better communication with decision-makers, reconciling work and family, dealing with challenges and making one’s own strengths visible, as well as other topics, can all be incorporated into the coaching. Confidentiality is the basis of every collaboration. In an initial conversation, interested parties receive individual advice on which process is recommended.
Coach-Training
“Recognized international coaching education and training plus supervision are, along with other qualifications, important building blocks for executive coaches in order to be able to support clients in a goal-oriented manner and at eye level. ”.
For Dr. Bettina Al-Sadik-Lowinski, lifelong learning is one of the prerequisites for doing qualified work as a coach. For several years she has been training new international coaches with great commitment, be it in training workshops or through direct mentor coaching, to achieve an ICF level as an ACC or PCC coach. All coach training is individually tailored to the coach’s learning goals. Please contact me to discuss your goals as a coach.
Client feedback on Dr. Bettina Al-Sadik-Lowinski:
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Public Speaking & Workshops
Keynote Speaker
Workshops
Examples of workshops and presentations include:
BMS: Keynote “Women leadership”, BMS
Bosch: Women Leadership Workshop
AMS: Virtual Keynote, International Diversity Strategy Meeting for participants from the USA, Asia and Europe
Meritas: Workshop Intercultural leadership for lawyers, Shanghai
Fagron: Executive-Team-Coaching
Genus APAC: Executive Team, Leadership Workshop
Tongji University: Coaching-Workshop for international MBA Students
Porsche: Women Leadership Workshop
Saint-Gobain APAC: Executive Team, Diversity Workshop
Schouten MBA University: Workshop Intercultural Leadership
VW: Workshop Conflict Management
LeanIn Luxury Paris: Keynote, in French
Club Med: MBTI-Workshop, Club Med, Guilin, China
ICF: Virtual ICF-Workshop for Coaches, over 100 participants
sHero global conference: Moderation of international virtual panel of female leaders from five countries
SelfMama Conference, Virtual Keynote, Russia
All China Women´s Federation, International Conference, Keynote, China
Cantal: Leadership Workshop, Executive Team
Astra Zeneca APAC: International Workshop “Being Strategic”, Japan
Brose: Executive Leadership Team-Workshop
Global Women Career Lab
The promotion and support of talented women in management has long been a research focus of Dr. Bettina Al-Sadik-Lowinski. In 2014 she founded the global research and training initiative Global Women Career Lab for women in management positions. Successful experiences of female role models from different countries and international scientific analysis on issues of female leadership form the basis for this. Data from Russia, Japan, China, France and Germany has so far been incorporated into one of the largest qualitative research projects with women leaders in the world.
As part of the Global Women Career Lab, female executives receive coaching specially tailored to the requirements of women in management, which supports them in overcoming challenges, overcoming barriers that are typical for women and in the strategic planning of their careers. The coaching for women is based on the FemCareer methodology and the FemCareer assessment model developed by Dr. Al-Sadik-Lowinski.
Based on her practical, corporate background and extensive research knowledge she also consults with companies running international diversity programs. In addition, coaches who support female managers can learn the FemCareer methodology so that they can apply the methodology themselves with their clients.
Cooperation: Since 2019 Diversity-Consultant of Saint-Gobain PAM-Lan-Institute
Qualification: Research and Publications in the field of Women Leadership, INSEAD-OEP-IGDP-Diversity Diploma
Dr. Bettina Al-Sadik-Lowinski, MCC
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About BAS
International Executive Coach with a Corporate Background
More than 20 years of experience as corporate executive, international executive coach and team coach, researcher and author, with many years working abroad.
- Executive Coach (Master Certified Coach, MCC, the highest level of the Internationalen Coach Federation) and Internationale Trainer (Schouten International Trainer Certificate)
- Certification as Team-Coach with CRR-Global, ORSC and Team Coaching International, TCI
- Trainer for Executive-Coach-Certification-Program ECCP (accredited by the ICF)
- Other qualifications: INSEAD-OEP-IGDP-Diversity, Leadership Circle Assessment, MBTI, Cultural Orientation Framework, Immunity to Change Certificate
- Coaching Languages: English, German, French
Education and professional background
Dr. Al-Sadik-Lowinski has many years of experience from international management responsibilities in industry, specializing in the pharmaceutical, OTC and office communication sectors, among other things. As a member of the Executive Advisory Board of Schouten China, she was also responsible for strategy and corporate management.
She teaches as a visiting professor at various universities including Tongji University, China; University of Bourgogne, France and the Schouten MBA University. For her PhD in business management in France, she researched the career development and leadership of female Chinese executives. Dr. Bettina Al-Sadik-Lowinski is an economist with a degree in business administration. She has studied in Germany and France (SKEMA).
Client list
Automotive: Daimler, Porsche, VW, Chery Jaguar Landrover, Brose
Pharmaceuticals: Astra Zeneca, Bayer, BMS, Cantal Medical, Fagron, Genus
Fashion/Travel: Coach, Nike, Club Med, Hilton, Crown Plaza, Melia
Food/Consumer Goods: Pernod-Ricard, P&G
Research/Consulting: Mindspan, Oxford University, Cass University, IZA Research Institut, KPMG, Lincoln, Schouten
Other major industries: Bosch, Covestro, Staples, Air Liquide, GE, Saint-Gobain, 3M
Alpha Males and Alpha Females
Male executives from around the world on how to increase gender diversity in senior management
What do international male business leaders have to say about gender diversity, the rise of talented women into management and the opportunities for the sexes to work harmoniously together in boardrooms? What do they have to say on the obstacles that stand in the way?
For her new book
Dr. Bettina Al-Sadik-Lowinski interviewed top male managers from eleven
countries on their views on collaboration with their female colleagues
in the executive teams of their companies. Sensitive topics like #Metoo,
Boys’ Clubs and Quota are considered in the book, as well as leadership
abilities that men admire in women – or miss in them. What makes it so
special is that the book presents the men’s views in their own words;
the alpha males have their say here. This is complemented by alternative
perspectives from top female executives. The candid quotes from the top
managers give very personal insights into their experiences and thought
processes. Al-Sadik-Lowinski’s analysis shows how both sexes can work
together in international companies to build a brighter and sustainable
future.
“Alpha Males and Alpha Females” is both a plea and a guide for more gender equality in the management functions of global companies and for mixed leadership teams made up of qualified men and qualified women. It gives women who are interested in pursuing a management career an insight into men’s views, as well as advice on their personal career development. And it suggests strategies that executives can adopt to strengthen diversity, build mixed leadership teams and help secure their companies’ long-term success.
Der Aufstieg der Topmanagerinnen – Weibliche Rollenvorbilder aus fünf Wirtschaftsnationen über Erfolgswege zu Spitzenpositionen
2020, De Gruyter, German
Was haben Frauen in Spitzenpositionen in unterschiedlichen Ländern gemeinsam und was unterscheidet sie? Dieser Frage geht Managementautorin Bettina Al-Sadik-Lowinski in ihrem neuen Buch nach, für das sie 110 Topmanagerinnen aus Russland, China, Japan, Frankreich und Deutschland interviewt hat.
Die Erfahrungswerte der Spitzenfrauen verdichtet Al-Sadik-Lowinski mit ihren Analysen in einem qualitativen wissenschaftlichen Rahmen. In ausführlichen Zitaten gewähren die Chefinnen persönliche Einblicke in ihre Erfolgswege. Das Buch gibt Managerinnen und Fachfrauen Impulse für ihre eigene Karrierestrategie und bietet Unternehmen und Hochschulen Erkenntnisse zu Management- und Führungsfragen.
Women in Top management- Role Models from around the Globe share their Paths to success
2020, De Gruyter, English
The book offers the reader a remarkable insight into the experiences of women in top business positions in Russia, China, Japan, France and Germany.
Ask 110 top female executives from five nations to reflect on their careers and leadership as part of an international scientific study and you will uncover a set of recommendations for women who want to become and remain international business leaders. There is also invaluable advice for corporate managers wanting to recruit skilled women into executive positions.
This book is based on the authentic experiences and original words of the interviewees – all of whom are senior female executives – and on the author’s analytical insights, all set within a qualitative, scientific framework. In this international research project, the Global Women Career Lab, the author analyzes what motivates these fascinating role models, how they plan their career trajectories, what mechanisms they use to overcome obstacles and what leadership strategies have enabled these women to reach senior management positions.
How Chinese Women rise- what we can learn from Chinese women with successful careers in top management
2018, Cuvillier
Contrary to what we might expect, China has a higher proportion of women in senior executive roles than almost any other country in the world, far outstripping Western countries such as the USA, France or Germany – even though there’s not a gender quota in sight. What makes these female Chinese top managers different?
To find out, Bettina Al-Sadik-Lowinski interviewed Chinese women who she came into contact with through her work as an executive coach in China. The result is a unique research project, the “Global Women Career Lab”, which analyses the mechanisms, attitudes and carefully planned career paths that allowed these women to rise to senior positions at multinational corporations in China. The analysis concludes that successful Chinese women and their careers can serve as role models for women around the world. Women can use the results of the research to make their own career planning more successful. By following these examples, they can build on their own strengths and rise to top management. The Global Women Career Lab also offers strategies for company leaders who want to promote talented women to top management positions.
More than half the sky? Descriptions and determinants of the career development of female Chinese senior executives working at multinational companies in China
2017, Cuvillier, Original Dissertation (English), für Fachkreise und Diversity Experten
Both in China and throughout the world, female executives are subject to a wide range of influences that affect their prospects for success in their careers. Very little is said in the existing literature about the determinants, context-specific factors and the career paths of top Chinese female managers, and hence there are almost no descriptions of the experiences of female Chinese executives. This thesis approaches the topic and its various aspects in a holistic manner in order to better understand the career determinants and career paths and patterns of female executives working in multinational companies in modern-day China. The thesis concludes with recommendations for HR-management both in and beyond China that may help to support women rising to senior executive levels.
The research also provides useful career strategies for women who are targeting a senior level managerial career based on the example of the Chinese female executives.
Testimonials on the books by Dr. Bettina Al-Sadik-Lowinski:
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Press
Business au Feminin2.12.2020
Women leadership cross cultural-successfactors and barriers
Führungspotenzial: Welche 4-Stärken Sie von internationalen Top-Managerinnen lernen können. Diese Management-Skills und Persönlichkeitsmerkmale bringen Frauen an die Spitze
Welche Eigenschaften hat die idealtypische Topmanagerin
Frauen in Führungspositionen- Studie zeigt Wege zum Erfolg
Weibliche Führungskräfte- top Managerinnen gehen ihren Karriereweg unbeirrt
Für Frauen mit Ehrgeiz
Discovering what makes China´s female executives so successful
About the Chinese book version of „How chinese women rise“
Book review „How Chinese women rise”
Frauen in Führungspositionen- Chinesinnen gehen dahin, wo Chancen warten
Die chinesischen Frauen lassen Konfuzius und ihre westlichen Kolleginnen hinter sich
Die chinesischen Frauen lassen Konfuzius und ihre westlichen Kolleginnen hinter sich
Podcasts & Videos
Frauen in Führungspositionen in China und was sie erfolgreich macht / Female leadership
Deutsche Version
English version
Chinalogue Video Podcast
Female leadership
Über Frauen in Führungspositionen
Women in top management
Female One Zero
About cross culture female leadership, overcoming career barriers and successful career paths into top management functions
Compliance Channel Talk
Gelebte Compliance und Ethik – Karriere-Booster oder Killer?
Contact
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