The Pantheon Institute by Kerstin Cieslik is a coaching institute with a focus on the personal development of decision-makers.
It is based on the experience gained and further development of expertise from 15 years of supporting executives and entrepreneurs at the Life Work Balance Institute.
Instead of classic behavioral training, the focus is on individual coaching programs that specifically promote self-competence and leadership personality.
This involves the media known institute’s own Pantheon Leadership Approach , with the Life Pillar Coaching Method®.
The suitable coaching framework, the location, the duration, the cycle, and whether it is in person or virtual, are also determined individually with the client based on their goals.
In addition to the reflection-promoting rooms in the beautiful nature of Birstein, a selection of coaching locations in the Rhine-Main area, e.g. centrally in Hanau, are available.
The offer is aimed at entrepreneurs at a national and international level, as well as their decision-makers, who operate in a dynamic working environment and want to achieve clarity for personal strength and entrepreneurial transformations through self-knowledge.
Her professional experience includes her 6-year responsibility as a manager at a global auditing firm for executive development. In her position as personnel developer and trainer, she was responsible for coaching international executives at the European level and for managing large international projects.
On the regional radio station Radio MKW , she gives a voice to medium-sized businesses every last Thursday of the month with the Mittelstands-Talk. Here she speaks with business decision-makers and entrepreneurial personalities about the topics that move the regional middle class. Since 2020, she has been the managing director of the Wirtschaftsinitiative Mittelstand Main-Kinzig.
Kerstin Cieslik lives with her husband, her two children and her dog in the foothills of the Main Kinzig district. Her hobbies include sports (jogging, yoga, golf), travel, culture and nature.
Kerstin Cieslik, founder of the Pantheon Institute, is an international business graduate and certified business coach. She completed her three-year training as an international business coach at Coach University in Colorado, USA. She is also a certified Reiss Profile Master of Reiss Profile Europe B.V.
Kerstin Cieslik specializes in coaching executives and managing directors, particularly in the areas of personality development and performance enhancement. She is active nationally and internationally. Depending on requirements, the coaching sessions are held in German or English.
Her clientele includes people from business and the media. There are various reports about her work as well as her own series of articles in SAT1.
In addition to working with executives, she is passionate about the personal development of young people and has developed, among other things, a personality coaching workshop that has already been successfully integrated into the curriculum of a career-oriented school.
Kerstin Cieslik is a guest lecturer at Management Circle AG on the topic of “International Project Management in Practice”, a member of the International Coach Federation (ICF).
On the regional radio station Radio MKW , she gives a voice to medium-sized businesses every last Thursday of the month with the Mittelstands-Talk. Here she speaks with business decision-makers and entrepreneurial personalities about the topics that move the regional middle class. Since 2020, she has been the managing director of the Wirtschaftsinitiative Mittelstand Main-Kinzig.
The Life Pilar Coaching® method, developed by Kerstin Cieslik, is based on the holistic approach of the Pantheon Institute. It is aimed in particular at entrepreneurs and executives who operate in a dynamic and complex working environment.
The focus is on the recognition that true performance strength only arises where professional requirements and personal life motives are in a healthy relationship. The method supports people in responsible positions in consciously reflecting on their individual priorities, developing clear structures and thus making sustainable decisions for themselves and their company in the long term.
The Pantheon Leadership Approach is a process that comprises eight steps. The starting point here is the analysis of motives, values and needs as the foundation of the leadership personality.
Motives: What drives me (A non-specific striving for something)
Values: What I stand for (Orientation for behavior)
Needs: What I need (An (often unconscious) desire to remedy a deficiency)
In the case of entrepreneur coaching, the analysis always takes place from the perspective of identifying and integrating potential for entrepreneurial transformations.
Depending on the previously agreed coaching program, in addition to self-perception, external perception is then also integrated by means of the institute’s own 360° feedback analysis.
Through the self-reflecting approach and the intensive engagement with the “foundation of the personality”, the client is able to make a change of perspective in a short time in order to develop their own solutions for achieving their goals.
Based on these findings, an activity plan is created in which the goals agreed in the initial consultation
are integrated “step by step” into the previously defined coaching process.
The following practical case studies illustrate the Pantheon Leadership Approach
Practical example A): Entrepreneur coaching
An entrepreneur, exemplarily named Mr. Schmidt, with 120
employees, comes to the institute through a recommendation. Apparently
successful, the company generates sales in the eight-figure
range. Positioned in a niche on the market for decades,
Mr. Schmidt can afford a high standard of living. On the
question, however, “What do you want to achieve with coaching?” will
Mr. Schmidt is very thoughtful. His answer: “I don’t know what’s going on.
is. I’m actually successful, but somehow my company doesn’t
no longer gives me any pleasure. I have to force myself every morning to go into my
to drive to my own company. I fear that this
attitude will sooner or later affect my employees and thus the
profitability of my company.”
The more performance deficits, dissatisfaction and
lasting discomfort manifest in life, the less the person is in
his personal success balance. In other words: The more
the lived life deviates from the desired life in the success balance
let his resources dwindle. Adjusting the
individual life pillars around a personal success balance
to achieve is not easy. Characteristics of our modern life
are a large number of options in an environment full of
complexity. In addition, there are social “expectations”
and status symbols that give the individual specific lifestyles from
can specify from the outside.
This is also the case with Mr. Schmidt. He has 15
worked hard for years to build the company and himself, his family and social contacts
increasingly put on the back burner. The waiver was compensated with the
material goods of an upscale lifestyle. Without a doubt a
possible form of success, but only success that encompasses the whole
personality is more sustainable success.
Mr. Schmidt is not an isolated case. Especially between the ages of 25 and 45
years, entrepreneurs and managing directors are in the phase
of the highest performance requirements. Especially during this time they stand
in addition to everyday professional life, there is usually also family, partnership, the
new house, social contacts and everyday tasks that also
want to be “lived”. Especially then it is important to have your own
motives, values and needs to know so that sources of strength are preserved
and can be developed – in order to be sustainably successful.
Sustainable success is then likely if profession, relationship
and health are given attention together.
Using the Life Pillar Coaching MethodeÒ, this activity plan is integrated into everyday life and
Behavioral changes towards personal success balance are accompanied.
For Mr. Schmidt, this means that he aligns his company more with his
main motive “freedom”. In his case, this means creating free
430spaces by delegating the operative business to
an additional manager, to focus on his own strengths and
to reflect on resources, and to include more nature in his leisure
activities, as the element of nature is an important one for him
represents a source of strength.
Practical example B): Entrepreneur coaching
The second coaching example from practice illustrates again
once the approach:
A young woman, 28, takes over the family business with 120
employees. Both parents are still working in the company. A
difficult situation for the young woman. Especially when you are a daughter
or son enters the company, it is often a special challenge
to position yourself and get the necessary standing at
to reach the father. Since the coaching focuses on the person with his personal
personal balance of success, the question arises, detached from the
Expectations of the family initially ask about the
personal motive for leading the company.
Here, too, the Pantheon Leadership approach is used to create the
activity plan. Once the motives, values and needs are
recognized, an own, authentic leadership style can be developed in coaching
develop and align the life pillars so that life is in the
personal balance of success is possible. This is also reflected in the
Reference of the customer again: “When I started coaching, everything was
got out of hand. Now I know again who I am, what me
makes me happy and can live my life accordingly
align. Now I have freed myself from fears and doubts and
I stand firmly in my center like I haven’t for a long time.”
Practical example C): Leadership coaching
Mr. Müller, manager of a global corporation, came to the institute on the recommendation of
Recommendation of a member of the board.
Initially, the job description was: “Accompanying the “On-
boarding” process of the new global role.”
After analyzing the motives, values and needs, it became very clear
quickly how shaky the “personality foundation” for the
exercise of this role was.
Mr. Müller reported that he had been working towards this next career
step for a long time. However, that he is already in his current
role has difficulty separating work and the rest of his life from each other
to demarcate. And at the same time to please everyone. That he’s been
no longer “himself”. All the material goods and the hard
worked “Hon-Circle Member” flight status means nothing to him at all
mean more. He generally finds it difficult to calm down.
This was reflected in the analysis results in a strong motive
for recognition and in his needs for a lack of
Compensation. In addition, he was in a conflict of values
between time for family versus loyalty to the company. His high
pronounced motive for harmony, which is characterized by a high
Conflict avoidance expressed, additionally complicated his leadership competence
competence. His main motive was also a high striving
for performance. Through the detailed analysis and the resulting
resulting engagement with himself, Mr. Müller worked out
very quickly an action plan. This included the acquisition
of skills such as setting boundaries to protect yourself from
to protect against overloads
Once the motives, values and needs have been recognized, it is possible to
develop an own, authentic leadership style.
With the help of the Life Pillar Coaching MethodeÒ, the life
pillars can be aligned so that life is in the personal
Balance of success is possible. In coaching, this activity plan is integrated into everyday business
and behavioral changes step by step towards personal
Balance of success accompanied.
At the end of the previously precisely defined coaching process, is
Mr. Müller has successfully arrived in his new global role.
The knowledge gained in coaching enables him to
in addition, to reflect on himself in the long term and with the newly gained
Self-competence to consciously counteract old behavior or
to create the necessary balance.
Mr. Müller is not an isolated case. Especially in phases of the highest
Performance requirements, it is important to have your own motives, values and
Needs to know so that sources of strength are preserved and developed
can be used to be sustainably successful. Sustainable success
is then likely if it encompasses the entire personality.
Generally speaking, a coach is a success partner of a person who focuses 100% on the goals of his client (coachee). Think, for example, of top athletes or politicians. The coach brings experience and his professional competence to the coaching. In cooperation with the coachee, he ensures that the jointly agreed coaching goals are achieved effectively and sustainably. It goes without saying that, with the right coach, everyone can achieve their goals much better and faster.
There is no generally accepted definition of the term yet. Our understanding of coaching aligns with the definition of the International Coach Federation: “Coaching is a strategic partnership in which two people work towards a goal.” Coaching is an individual, process-based consultation for people with ambitious goals. We work together at the process level, meaning we do not provide direct solutions, but rather support the client and encourage them to develop their own solutions. Coaching, therefore, serves to improve performance and maintain long-term performance. Coaching helps to identify and utilize opportunities. The client’s existing skills and knowledge are used and developed. The goal of a coaching process is always to improve or expand the client’s perception, experience, and behavior. “Blind spots” (e.g., in dealing with employees), leadership problems, and operational blindness can be reduced in this way. The insights gained in the coaching process lead to new goals and ways of working for the client.
As an introduction to the coaching process, an initial, non-binding meeting is held to discuss your wishes and expectations, as well as to clarify the first central question of trusting coaching: “Is there chemistry?”
Should we then decide to work together, you will receive a customized coaching program.
After that, we start the collaboration: Using the institute’s own methods, we analyze your current situation and define a concrete action plan to achieve your goals. We provide a person-oriented view from the outside, which gives you clarity and an overview of your own situation.
We support you individually within an agreed timeframe to open up new perspectives and provide impulses for personal development. We accompany you in the implementation and monitoring of the agreed goals.
Generally speaking, coaching is best suited for people who have a gap between where they are and where they want to be. Important parameters for successful coaching are that there is chemistry and that someone wants to change something (close the gap). If a person does not really want to close this gap, coaching is a waste of time. In companies, coaching offers neutral external expertise for the targeted development of personal leadership competence. The coaching builds on the existing competencies and strengths of the coachee. It is about expanding their individual options for action.
Coaching is based on a strategic partnership. It is in the interest of both parties that the coaching is successful. If one of the partners determines in the first month that this partnership is proceeding differently than planned, the coachee will be refunded for the first month of coaching.
