The classic Circle of Influence shows you where your energy has the greatest impact: at the center lies what you can directly shape (➜ C1), in the middle what you can partially influence (➜ C2) and on the outside what is beyond your control (➜ C3).

👉 For leaders in transformation processes, however, this model alone is often not enough.

This is where leadership coaching comes in. It expands the Circle with a crucial dimension: your personal impact and strategic design competence. Coaching makes the Circle dynamic.

You don’t just analyze where your influence lies. You also uncover which beliefs, routines or emotional reactions are holding you back and you develop concrete strategies to consciously expand your sphere of impact (➜ SoI).

� What makes this unique ?

Leadership coaching translates the extended Circle to the team and organizational level. You learn how to influence how your employees perceive things, how to foster ownership and initiative and how to create systemic impact.

Your focus multiplies, first from you to your team and then from the team to the entire organization.

In this way, the Circle evolves from a static reflection model into an active instrument for action. It shifts you from a reactive stance to a position of creative power. Energy once tied up in worries or blockages becomes a driving force, enabling you to steer transformation with confidence, boost performance and create sustainable organizational development.

Change is rarely linear. It is marked by uncertainty, resistance and factors beyond control. This is precisely where leadership coaching makes a difference: it creates clarity, confidence and the ability to act, essentials in complex transformation processes.

👉 Leaders learn to focus their energy where it truly creates impact, while at the same time fostering a culture in which teams take initiative and ownership.

With leadership coaching, the Circle of Influence becomes a tool that makes transformation tangible, a space for growth, personal strength, team dynamics and long-term organizational impact.

🎯 It is the shift from observing to actively shaping, from reacting to leading.

I hope you enjoy trying it out. If you would like to bring in a sparring partner for this, please let me know. I am happy to offer a non-binding conversation to explore potential perspectives together.

Best regards
Stephan