Coach Interview with Doris Friedl

Doris Friedl was born in Austria and is a certified systemic coach with over 25 years of experience in human resources and operations management. She has successfully worked with several international and fast-growing companies across a wide range of industries.

Doris loves exploring new worlds beyond unfamiliar European terrains. She speaks five languages (German, French, Spanish, English, and Dutch) and has lived in Brussels, Barcelona, and now Berlin. Besides a preference for metropolises starting with the letter “B,” what excites her the most are everything new — new experiences and opportunities like traveling and living in foreign countries, discovering different perspectives and cultures, and embracing new job opportunities.

As digitalization increases, job markets are changing rapidly, giving rise to new forms of organization and enabling new opportunities for collaboration. Appreciation and respectful cooperation go hand in hand with the growing need for self-organization, flexible working hours, and trust-based work models. Companies must adapt and learn to delegate more responsibility. As a successful business coach, Doris supports companies in this transformation process.

Her work includes inspiring and strengthening managers, improving corporate culture and internal communication, as well as process analysis and optimization in intercultural environments. Her enthusiasm for these topics, along with her professional and life experiences, fuels her drive for successful business coaching.

CoachHub: Why did you decide to become a coach?

Throughout my professional career, I have worked in many vibrant, fast-paced companies with different corporate cultures. I’ve experienced the difficulties and challenges of transformation firsthand. Over the years, the desire to enable a different kind of leadership and a new way of working with people grew stronger. Supporting employees in developing their potential represents a win-win situation for both the coachee and the companies. With this knowledge, I decided to train as a certified coach on a part-time basis.

As a systemic coach, self-reflection is fundamental because you need to be able to shape your environment according to your own needs, values, and goals.

CoachHub: What methods and coaching techniques do you use?

As a certified systemic-integrative coach, I use a variety of methods and coaching techniques tailored specifically to my coachees’ needs to achieve sustainable behavioral change. My approach follows systemic constructivism, client-centered methods developed by Carl Rogers, and the hypnotherapeutic techniques of Milton H. Erickson. I also incorporate insights from cognitive behavioral therapy, especially Albert Ellis’ Rational-Emotive Therapy (RET).

Some particularly effective tools I use are The Enneagram: Communication Model and the Inner Team concept by Friedemann Schulz von Thun. These models help clients gain self-knowledge, better apply their potential, and foster personal growth.

Additionally, I use the model of nonviolent communication by Marshall B. Rosenberg, which promotes communication that leads to more trust and joy. It’s valuable not only in everyday life but also in resolving personal and professional conflicts.

CoachHub: What is your personal coaching trademark? What distinguishes your coaching?

I place great importance on clear and honest communication, both as a coach and in my personal life. I strongly believe in the effectiveness of nonviolent communication and strive to integrate it into daily interactions.

Empathy is a basic prerequisite for successful communication, according to Rosenberg’s model. Given my background in organizational development and people management — combined with personal experience of many changes like moving countries, learning new languages and cultures, and working across diverse industries and company sizes — I am able to empathize deeply with my coachees and listen attentively.

Coachees can expect not only a sympathetic ear but also a touch of my Austrian sense of humor.

CoachHub: What is your personal coaching approach?

I aim to inspire and motivate people with energy and appreciation. My mission is to help create a supportive work environment that enables a fulfilling professional and personal life. My greatest strengths are empathic listening and solution-oriented, interconnected thinking. I recognize organizational structures and inspire people to lead fulfilling lives professionally and privately. As a passionate networker, I build and deepen contacts and trust.

CoachHub: What is a good exercise from your coaching that you frequently use in everyday life?

It’s important to pause and celebrate successes every day — not just big, obvious ones but small achievements too. The best way to do this is to thank yourself warmly and appreciatively for your success. By consciously pausing and expressing gratitude, we can step off the hamster wheel, become more mindful, and take a breath. This transforms ordinary moments into something special and helps us regain energy. This exercise is especially important in today’s fast-paced life.

CoachHub: What do you think makes a good coach?

I’m not sure there’s such a thing as a universally “good” coach, but there is always a suitable one. The right coach understands the coachee’s ups and downs and continuously works on their own development. Key competencies for coaches include open communication, empathy, curiosity, creativity, and systemic thinking. Mastering these skills enables a professional attitude and helps coaches support their clients in finding their own path.

CoachHub: What are the essential skills for being a good leader today?

Managers usually want self-organized and motivated employees. To achieve this, the work environment must be based on trust. Leaders need to learn to let go and delegate responsibilities so employees can experiment and take ownership.

Trusting relationships require effort from both employees and managers. Skills like active listening, clear and meaningful communication (explaining the purpose of tasks), promoting collaboration, and a willingness to self-reflect and develop are crucial. This applies both to oneself and to team members.

In my opinion, a good leader acts as a mentor on equal footing and involves their team in decision-making.

CoachHub: How can coaching help overcome blockages?

In coaching, experiences and resulting thought and behavior patterns are examined and made visible. Alternative ways of thinking and beliefs are explored to enable trying out new actions. These new actions are usually small and gradually push people out of their comfort zones. Because these new patterns come from the coachee themselves, it’s easier to experiment than when someone externally advises what to do.

CoachHub: How do you recognize that a coaching session is successful?

Success is visible when new paths open up and the goals set at the beginning are achieved. Most importantly, success is when the coachee leaves the session feeling better.

CoachHub: Why did you decide to work with CoachHub?

Even before COVID-19, I coached online because it offers flexibility and, in my experience, a personal, trusting relationship is possible remotely. CoachHub is a very professional platform that allows me to work across a wider range of industries and companies. It removes the need for me to acquire clients, so I can focus fully on coaching.

I also find the exercises offered by CoachHub to coachees very helpful, and they retain and apply the information learned in sessions. Overall, I find my collaboration with CoachHub professional and appreciative.

CoachHub: What trends do you currently see in coaching?

Coaching is becoming increasingly important due to fast-paced work environments, home office, and rising demands from employers. People need time to reflect on their needs and work on soft skills like resilience—better managing stress and crises.

Employers are placing more emphasis on incorporating employees’ personal needs. Many people focus increasingly on the meaningfulness of their professional activities. For employee retention, especially among younger generations, offering development opportunities is crucial.

CoachHub: Anything else you’d like to add to conclude the interview?

We live in a rapidly changing world, and everyone should reflect on their willingness to adapt. Employees need to learn to take responsibility for themselves, while management should involve people in small and large change processes. This approach ensures economic success and creates a healthy, motivated, and knowledgeable workforce that stays with the company long-term.