King Archibald and the Gefühlsmonsters: Little colorful creatures that no one has ever seen

By Lilli Höch-Corona

Does this sound familiar? A friend complains to you about a terrible other person - and somehow, as you listen, the impression arises in you that the friend also has a share in this problem ...

Who really wants to deal with their feelings, those often perplexing states that sometimes arise and give us a hard time? In a society where emotions are still often seen as unprofessional in adults, many people are not aware of their own feelings. Nor are they aware of the emotions they evoke in others. It's simply easier to get upset and annoyed with other people than to engage with what's going on within ourselves.
Dive deep into an enchanting tale that serves as a mirror to the organizational world, unraveling the mysteries of human emotions and their paramount significance. In this compelling guide, I draw from my rich experiences as an organizational consultant, revealing the perils that loom when leaders remain oblivious to their impact on others. Understand through vivid illustrations the pivotal role of a respectful, non-judgmental approach in catalyzing transformative change.

ourney alongside King Archibald, a monarch disgruntled with his subjects and personal life, as he seeks wisdom from a far-off land. But instead of finding the answers in the ways he anticipated, he encounters the enigmatic 'Gefühlsmonsters', whimsical beings that introduce him to the uncharted terrains of emotions he had long suppressed. Through challenges, successes, and setbacks, witness the metamorphosis of a king once blinded by pride, to one who learns to embrace the full spectrum of emotions.

This book isn't merely a tale. It's a masterclass in understanding emotions, both in professional settings and personal realms. As King Archibald learns, so will you: that true leadership and personal contentment lie in recognizing and respecting our innermost feelings. Whether you're already versed with emotional intelligence or just beginning to explore the subject, this narrative promises insights that can revolutionize your approach to relationships, leadership, and self-growth.

Equip yourself with the wisdom to foster healthier work environments and more meaningful personal connections. Let King Archibald's journey be your guide.

• Language: English
• Publisher: tredition
• Release date: Aug 28, 2023
• ISBN: 9783384010452

Lilli Höch-Corona

Lilli Höch-Corona decided to pursue a second career after working as a math and PE high school teacher for 12 years. Further training in gender–diverse teaching and mediation awakened her enthusiasm for better understanding communication in all its facets. In 1995, she completed her mediation training and worked as a mediator and taught mediation training programs herself for 10 years. While going through her own mediation training, an experience in a school project led to the creation of the Gefühlsmonsters® cards, drawn by her son Christian Corona. From the beginning she implemented these cards in her seminars and 1:1 work) and realized how much ease they brought to conversations about feelings. In 2005 she decided to offer the cards for sale. While working with conflict management in organizations and teams she tested further applications of the Gefühlsmonsters. Simultaneously her passion for successful communication led her to expand her knowledge through specialized books on the subject of feelings and regular professional development. What she had experienced as particularly helpful in team developments and coaching sessions led her to publish a blog in 2008, called ”Feelings for Everyday Life” at www.mediation-und-mehr.de, the forerunner of the Feelings Letter at www.gefuehlsmonster.de . In this book she summarizes the most important contributions from 12 years experience. Now Mrs. Höch-Corona runs the Gefühlsmonster GmbH, where she and her staff bring more ease to the dealings with feelings. In 2020 she founded the Gefühlsmonster Academy, where, together with instructors from various fields, she teaches participants how their work can benefit from the ease and even lightheartedness made possible by the Gefühlsmonsters. Also in 2020 her first book ”Leading with emapthy – Better team meetings and conversations with Gefühlsmonster Cards” was published. With case studies and step-by-step instructions this book teaches managers to develop a company culture that involves everyone and exposes diversity in such a way that important contributions can be made and heard by all. As an expert on feelings she guides executives to feel more confident with their own feelings and to feel strong and authentic in their interactions with their colleagues and teams. If you have any questions or suggestions you can reach Lilli Höch-Corona at [e-mail]

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Preface

Does this sound familiar? A friend complains to you about a terrible other person – and somehow, as you listen, the impression arises in you that the friend also has a share in this problem …

The first version of this fairy tale was written eight years ago. I had observed the theme of not being aware of one’s effect on others again and again in others or in myself and I wanted to encourage people in a metaphorical way to rethink.

Here are a few episodes from my work that show where this topic has crossed my path in my career: In my work at school, I noticed that there were students who bothered some teachers and not others, regardless of whether the subject was interesting to them or not. Later, as a trainer for team development and conflict management, I was asked by teachers to get their students to interact better with each other. I almost always found that the way the teachers approached them played an important role. As a mediator, I experienced parents who felt misunderstood by their children and could not see their own part in it. Or that managers who asked me to mediate between their employees, were surprised when I asked to speak to the managers themselves.

In my preliminary conversations on team development in companies I started to ask the managers at the beginning whether they would be willing to participate in coaching as well. This was often refused. If it then became clear that there was a lack of clarity in the communication of the manager or in the team roles, or that there was an unconscious aversion to individual employees, my hands were bound without permission to also work with the manager.

At some point, I began to negotiate the consulting of the manager together with planning the team development, which led to much more sustainable