There was no shortage of success
Karsten Aldenhövel (48) was not short of success: within a few years he built eco COMPLIANCE GmbH in Haltern am See into a business with seven-figure revenues, comfortably profitable, with clients from the top range of national and international companies.
And yet something was missing. He noticed he was dissatisfied more and more often. That events triggered him. And that he found himself in outright toxic conflicts more and more often - conflicts he ended up brooding over long after work, instead of driving new ideas forward with pleasure as he used to.
The turning point for him was an upcoming meeting that, because of all these effects, was in danger of getting out of hand. Which was the last thing Aldenhövel wanted.
What was new
In that situation he came across The Serenity System: a coaching programme that systematically brings entrepreneurs and leaders out of frustration, triggers and toxic conflicts.
What was new for Aldenhövel, a keen learner, was that it was neither about "tips and tricks", nor about rhetoric, nor about meditation.
Instead he learned how all people - if only they knew it - can think, act and communicate in such a way that less frustration arises automatically, triggers become manageable and conflicts become something that can be talked about.
The result of that transformation
To begin with, Aldenhövel was able to lead the upcoming meeting authentically and with empathy, in a way that made real exchange between the participants possible - without glossing anything over, but equally free of unhelpful hurt and unproductive frustration.
I can say I have become 60 percent more serene - and that makes a difference, for the business and for me personally.
Karsten Aldenhövel, managing partner, eco COMPLIANCE GmbH
Reason enough for two of his colleagues to acquire these core skills as well. And Aldenhövel's own experience led him to consider making the system available to all employees in the long run: lasting success, satisfaction and staff retention are, after all, decisive goals.
What came of it
What was an intention back then became reality in 2024.
From May to December, fifteen employees went through the core training - from management to sales, in several groups one after another, twice a week, entirely online. Voluntary open sessions continued afterwards.
Halfway through, an anonymous survey asked what had changed. Asked what they would change about the format, two thirds answered: nothing.
From the team
The moment I recognise my own need, I immediately feel better and calmer.
Participant
Thinking less in absolutes and valuing subjectivity more. Less self-devaluation, privately and professionally.
Participant
In the first situations I have been able to see for myself why something bothers or irritates me.
Participant
The concrete suggestions from the survey - a handout alongside the session, more group work, an overview at the start - have since been built in.
First conversation
If you want to find out whether this holds for your situation too, write briefly what it is about. The first conversation costs nothing.