Kata Coaching Method

You want your managers to work consistently on the company’s goals?
Then you can book us as a coach.

How do I define my role as a coach?

Coaches are a dime a dozen.

My focus is on processual coaching. I use process coaching in close connection with Hoshin Kanri, OKR and Lean Management. I coach managers on how to achieve their business goals together with their team.

I use methods from systemic coaching, from the A3 problem-solving process and from KATA coaching.
In doing so, I consciously distinguish myself from classic coaching, which is about working on personal problems.

Leadership does not mean: I will tell you the solution.

Dr Daniela Kudernatsch

Consultant, Coach, Speaker & Author

Services

Hoshin Kanri Coaching to Achieve Breakthrough Goals

OKR Coaching to achieve short-cycle goals

Coaching of rule communication within the framework of shop floor management

Coaching of the A3 problem solving process according to original Toyota

KATA Coaching for the step-by-step achievement of target states

Measuring the coaching skills of managers

Contact now or book a seminar place

The implementation is where the music plays.

Dr Daniela Kudernatsch

Consultant, Coach, Speaker & Author

That is why you should book Dr Daniela Kudernatsch:

Various coaching trainings in systemic coaching, KATA coaching, problem-solving coaching
Measuring the coaching skills of managers
Unique expertise in combining coaching and management systems

State of the art through continuous development of Hoshin Kanri
Cross-sector wealth of experience from small and medium-sized enterprises to corporate groups
Application of the original Toyota problem-solving process “Toyota Business Practices”.

Customers who trust us

Contact mewithout obligation

Dr. Daniela Kudernatsch

+49 8170 92233
info@kudernatsch.com

KATA Coaching

Dr Daniela Kudernatsch

Consultant, Coach, Speaker & Author

Frequently asked questions

What is a Toyota KATA?

In Asian martial arts, KATA refers to movement patterns that are internalised through constant practice to such an extent that they can be executed reflexively. At Toyota, the idea of KATA can be found in the development of managers. Certain leadership routines are trained that support the philosophy of the continuous improvement process (CIP).

How do managers support their staff with KATA coaching?

KATA coaching follows the idea that managers continuously develop their employees by giving them a high degree of self-responsibility and letting them find the way to the goal themselves. In doing so, they use KATA coaching to check the current status at regular intervals, the insights gained and have the next steps shown to them.

How do I complement my lean activities with KATA coaching?

Very often, Lean activities such as 5S, waste analyses, A3 problem solving are initiated, but not brought to a sustainable conclusion. This means that only the “plan” and the “do” from the PDCA cycle are applied. With KATA coaching, managers ensure that the “Check” and the “Act” and thus the effectiveness check are also carried out.

How does KATA differ from the Management by Objectives (MbO) method?

In Management by Objectives (MbO), goals are given to employees “top-down”. The result is that employees identify little with the goal and its achievement. With KATA, on the other hand, a motivating and desirable target state is defined together with the employee or the team on the basis of an analysis of the current situation. In this way, a high level of willingness to work continuously towards the defined goal is achieved.

Does Kata Coaching work in every field?

KATA coaching works in every area of a company. The idea of KATA coaching is that the continuous improvement of processes (CIP) is coached and accompanied by appropriate leadership behaviour. The basis for this is the application of the PDCA cycle (Plan, Do, Check, Act), which ensures that the improvements started are effectively implemented.

Who is KATA coaching for?

KATA coaching is basically intended for every department in a company. KATA coaching is used when it comes to planning and implementing improvement activities. A clear distribution of roles ensures that a team works independently to achieve its goals and is only coached by a manager.

To what extent does target agreement play a role in KATA management?

The idea of KATA management is that employees and teams do not set their goals in their comfort zone. Rather, goals are set within learning zones so that staff can experiment, gain insights and thereby build knowledge. Linking this to the goal setting process is counterproductive, as there is then a danger that goals will only be set within the comfort zone.