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Leadership Coaching
Responsibility needs a
counterpart without
an agenda of their own.
Individual challenges or conflicts are holding back the effectiveness of leadership.
MLI supports board members, managing directors, and senior leaders as they navigate difficult decisions and conflicts—with a carefully matched coach, complete confidentiality, and a clear goal. Organizations also gain a reliable, uncomplicated process for a comprehensive leadership coaching program.
Our promise
Coaching starts with the right relationship.
At a glance: why coaching becomes necessary, how MLI selects the right counterpart and which services follow from it.
Responsibility needs a protected space.
Doubts, conflicts and difficult decisions cannot always be discussed openly inside the organization.
Personally selected instead of randomly brokered.
MLI selects possible coaches by task, experience and personality. The executive decides.
Coaching for individuals, teams and organizations.
Executive coaching, sparring for leadership teams, strategy coaching on Lake Ammersee and centrally organized coaching contingents.
For your own effectiveness in leadership
You are looking for clarity and structure for an individual challenge
A new role, a difficult decision, a conflict or taking stock.
ResultObstacles and potential are known and are used in a solution-oriented way.
Go to personal coachingFor coaching managers in organizations
You are building coaching to strengthen your executives
Curated selection, one contracting party, confidentiality settled in advance and a consolidated invoice.
ResultA needs-based coaching offering that brings executives measurable benefit and keeps the effort low for those responsible and for procurement.
Go to coaching in your organizationFor your own leadership role
Do you want to work through an individual challenge?
Coaching is not a sign of weakness but a common practice among successful leaders. It is suited to situations in which a benevolent, neutral mirror is better than solving a problem alone.
01 · Taking up a new role
The first hundred days
The start in a new position shapes the years that follow. Listening, building trust, recognizing pain points. The work focuses on the concrete levers of success for visible progress and a clear position.
02 · Conflicting goals
Legitimate interests, a necessary decision
Whether employees, colleagues or stakeholders: the task is to bring about a decision whose gain outweighs its consequential costs.
03 · Complexity
Despite great effort, you are not getting anywhere
You do not feel effective and want to achieve more. The work focuses on priorities, time and the concrete situations in which impact gets lost.
04 · Leadership team
Strong individually, laborious together
Roles overlap, critical issues go unaddressed, decisions do not hold. Coaching for individual members plus joint sessions for concrete alignment and decision-making.
05 · Change processes
The direction changes, and so does the role
Anyone charged with executing a transformation changes their own job in the process. Positioning, levers of success and one’s personal leadership system all need to be put to the test.
06 · Strain
When the reserves are used up
Constant time pressure, inner restlessness, the question of deeper meaning. A subject rarely talked about at the top — yet a widespread one.
The evidence
What executives say about coaching with MLI.
Working with MLI inspires me and gives me the courage to try new things and grow in my impact. Sebastian Morgner is incredibly structured and data-driven, and never loses sight of the big picture.
I would like to thank you once again for the exceptional coaching. It opened my eyes in many areas, made things clearer, and above all I find the practical techniques and tools very helpful. A coach who combines competence and humanity superbly – an absolute recommendation!
Thank you for your sparring and our exchanges, which have made me a better managing director and probably a better person, too.
Our signature format
Strategy coaching: time to set your course.
For senior executives and entrepreneurs who want to set the course for the next stage of their professional life. A compact process: five confidential interviews with long-standing companions and an in-depth interview on your self-image produce a robust external view. This is followed by a full-day coaching workshop on Lake Ammersee — a forty-five-minute drive from Munich. Time for distance, reflection and important insights.
Here your drive is sharpened, your positioning clarified and your personal levers of success worked out into a coherent leadership system. The result is a logbook with a concrete implementation plan. Progress is reviewed in quarterly follow-ups.
Clarity through meaning & structure
If you are looking for strategy coaching as career coaching for yourself, you will find the process, formats and terms on Sebastian Morgner’s personal website (in German).
For coaching managers in organizations
No coach fits every assignment.
Leadership is complex work. Depending on the situation, different things matter: communication, strategy execution, conflict resolution, motivation, AI‑competence.
What connects our coaches and experts is their stance: helping leaders become effective, as a benevolent partner.
Former board members work alongside psychologists, experts in agentic systems alongside journalists, coaches from Singapore alongside mediators from the Ruhr region. This range is no accident; it is the precondition for staffing many occasions with the right person rather than by availability.
MLI is responsible for selection, quality standards, impact architecture and the contract. You have one point of contact, not a platform.
Where our coaches come from
From line management
Former board members and managing directors
People who have themselves carried responsibility at this level. They know the loneliness of the position and are not impressed by titles.
From research
Psychologists and organizational researchers
Industrial and organizational psychology, group dynamics, transactional analysis. For questions where experience alone does not help because the pattern lies deeper.
From practice
Experts in technology and AI
People who use agentic systems themselves and understand what they change in organizations. For executives who are responsible for exactly this shift.
From public life
Communication, presence and media
Former journalists and presenters for leaders whose impact is debated in public — before the workforce, the supervisory board or the press.
From abroad
International experience
Coaches with years in Asia, North America or Africa. For executives with distributed areas of responsibility and for conversations held in English.
Always
Three conditions for everyone
Personal leadership experience at that level, a recognized coaching qualification or proven expertise in a core leadership competence.
The coaching process from the executive’s perspective
Your executives choose for themselves.
The most frequent reason coaching mandates are broken off is a lack of fit between coach and coachee. That is why, with us, your leaders choose — from a selection you have approved beforehand.
Original view of the MLI coach and expert portal.
How your executives experience coaching with MLI
- You receive a linkIt leads to a preselection of coaches and experts made by your company.
- Profiles with an introductory videoEvery coach has a competence profile and a short video. Ninety seconds for a meaningful first impression of personal fit.
- You choose one to three favoritesOne of the coaches and experts then reaches out to you personally to arrange a first meeting — two, if you wish.
- In the first meeting, you clarify the assignmentWhat it is about, what will be worked on, what the approach looks like. Only then does the mandate begin.
- The work draws on a contingentUsually, 7 hours are set aside to begin with. As the coachee, you decide on dates, rhythm and format together with your coach or expert.
- Switching remains possibleIf the chemistry is not right after the first meeting, or if your topic changes, you choose again at no extra cost. That applies later in the process as well.
From the coordinator’s perspective
One contract, one contingent, one invoice.
Whoever is responsible for coaching in a company usually administers more than they accompany. We make the administration easier for you, without you giving up control.
- Preselection You decide which coaches and experts your executives get to see at all — matched to your company and to your leaders’ topics. Changes at any time, with no effort on your side. Once, then maintained
- Contingents A framework agreement with call-off hour contingents. Seven hours per coachee over a period of up to twelve months is customary. You receive a regular overview. As needed
- Satisfaction survey Every six to twelve months, we provide a standardized survey of the coachees. You receive the results in aggregated form, without the content of individual sessions. Semi-annually
- Invoicing One invoice for the contingent drawn, regardless of how many coaches were involved. No individual contracts, no travel expense claims. Transparent
What you will not learn
Confidentiality is our currency. Supervisors or HR contacts can be involved in the assignment clarification meeting. After that, the content of the sessions stays between coach and coachee. As the coordinating function, you receive confirmation that sessions took place, the status of the contingent and the aggregated feedback from the survey.
From the program owners’ perspective
What HR says about working with us.
Working with MLI is cooperative, trusting and reliable. The smooth handling and the fast, competent responses deserve special mention. The coaches deployed stand out for their high quality and many years of experience. I expressly recommend MLI.
MLI is a partner at eye level. It delivers what it promises – that always gives us a good feeling. It is a very good network of experts, trainers and speakers.
The next step
Three paths to contemporary leadership coaching.
We set up a sample selection in the MLI coach portal so that you can see what your executives would see. Without obligation and at no cost.
30 minutes
Personal conversation
A first meeting, an exchange about your needs, not a sales pitch. Choose a time directly in the calendar, with no intermediate step and at no cost.
Choose a timeFive fields
Contact by e-mail
Describe your topic briefly: one or two sentences are enough. We reply within two business days.
Prefer to talk? +49 8807 244446-0
PDF · 21 pages
Institute dossier
Methodology, survey instrument, reference architectures, fee models and network profiles — for forwarding internally when an initiative still needs to be justified.
Download the dossierQuestions and answers
What program owners ask us most often.
Short answers to the questions that come before every engagement.
How large is a coaching contingent usually?
For leadership coaching, contingents of 7 hours per coachee have proven themselves. A free introductory conversation comes on top of that. Coach and coachee decide, depending on the situation, how the contingent is used: in virtual sessions at regular intervals or in longer in-person work, depending on the challenge. The hours can be drawn flexibly over the term of the contract; in our experience, a contingent should be used within six months.
When someone takes over a new role, for team coaching or in preparation for a transformation, a larger time commitment makes sense. Two contingents can be combined, or individual arrangements made.
Who chooses the coach?
The personal level is central to productive work between coach and coachee. Leaders should therefore be able to choose for themselves. In advance, we agree with the coaching coordinator on a selection of coaches and experts who fit the company. The leaders receive a link to the coach portal, where they can view profiles and short introductory videos. That is the key difference from an assignment: someone who has chosen their coach works differently from someone who was allocated one. If the chemistry is not right in the introductory conversation, they choose again at no extra cost.
What do we learn as the client commissioning coaching?
As the client, you can take part in the assignment clarification in agreement with the coachee. The process after that is confidential. You receive an overview of the sessions that took place, the status of the contingent and the aggregated results of the satisfaction survey. You do not learn the content of individual sessions — that is set out in the contract and the reason why people speak openly in these conversations. Only the coachee can discuss insights from the process with you, never the coach.
How does invoicing work?
You enter into a framework agreement with MLI with contingents you can draw on. It should cover at least 10 contingents of 7 coaching hours each. You receive one invoice, no matter how many coaches were involved. No individual contracts with coaches, no travel expense claims, no reconciliation of timesheets. For coordination and procurement, a lean, transparent process.
What distinguishes your network from a coaching platform?
Platforms broker, we curate. Every person in the network has proven competence that offers measurable value to people in leadership positions. Either they have carried leadership responsibility at the level they work for, or they bring specialist competence, for example in AI adoption or mediation. We have deliberately assembled a network with broad competences and backgrounds, able to support very different leadership challenges at a high level. MLI carries the responsibility for quality, supervision and a consistent approach.
Does coaching take place in person or online?
Both, decided by coach and coachee. In practice, virtual sessions predominate because they fit more easily into a full calendar. For the start and for difficult questions, we recommend meeting in person. Where travel costs arise for the coach, they are invoiced separately or offset against a contingent.
In which languages do you work?
German and English throughout. Through the network, further languages are available, including French and Spanish. Language can be set as a filter in the portal so that your executives see only suitable profiles.
Can leadership teams also work together?
Yes. Besides individual coaching, we offer joint sessions for individual teams — for a co-leadership duo, a newly formed leadership team or the development of shared leadership principles. Separate confidentiality rules apply to these formats and are agreed in writing beforehand. They are billed through contingents or individual arrangements.
What does leadership coaching mean?
Leadership coaching is an accompanying, individual development process that helps leaders reflect on their competences, increase their impact and reach professional and personal goals. It is about taking on new insights and perspectives and translating them into effective action. Coaching works with questions. The coach does not bring a solution but helps the leader find their own. It is about clarity, motivation and the discipline to follow through, not about advice.
What does sparring mean?
Sparring serves to examine and question important decisions from different perspectives, on an equal footing. An expert or mentor brings in their experience and their knowledge from other companies or fields. A sparring partner may hold an opinion of their own, will contradict you and say what they would do differently in your position. It is about scrutiny, and it requires that the person speaks from their own leadership experience. The decision remains yours.
What distinguishes coaching from sparring?
The stance: coaching focuses on questions and leaves the answers to you, sparring brings in answers and thoughts of its own. In practice we combine both — the same session can start with an open question and end with a clear objection. What matters is that both modes are named: you should know whether you are being questioned or advised.
When is mediation needed?
When there is a conflict between two or more people that is no longer negotiated on the substance but on the relationship. Coaching individual parties often makes this worse, because each side strengthens its position. Mediation brings everyone to one table and has a different goal: a workable agreement rather than individual clarity. We will tell you in the first conversation if that is the right path.
More of what we offer
Strategy Activation
When the strategy is set and has to be executed
Align key people, introduce an execution rhythm, hand over internally.
AI Transformation
When everyone talks about AI and everyone does their own thing
Setting the course, building capability and a framework that makes impact measurable.
Leadership Development
When the leadership level as a whole needs to grow stronger
Programs for entire leadership populations, 6–18 months, embedded in the work.