Services

PROCEEDINGS

In process design, I approach these topics using a systemic process:

• OBSERVE: By exploring the status quo within an organisation, project or team, I assess the organisational framework conditions and requirements, the team’s current skills and culture, and the project plan, through dialogue and empathic listening.
• COMPREHEND: Perceiving and contextualising the situation, drawing conclusions, and forming hypotheses.
• PLAN: Design of participatory development processes and learning architectures, as well as individual modules and workshops in relation to organisational, team, program and campaign development.
• ACT: Facilitation of large-scale events, as well as workshops and modules, for the implementation of development processes and learning architectures. Advising executives on leadership, team and campaign development.

This is a continuous learning and development loop, both from the perspective of the consultant and the customer. This cycle also informs the campaign planning processes I lead, the projects I develop, and my learning architectures and detailed learning designs.

 

 

APPROACH

The following three approaches guide my work:

• SYSTEMIC THINKING: It describes systems based on how we relate to and interact with our environment. The systemic approach makes new perspectives and attitudes accessible. New possibilities for action and design are opened up for people and organisations. The systemic perspective and methodology is the basis of my work with organisations, teams and managers.
• THE EXISTENTIAL ANALYSIS APPROACH: With the four building blocks of existence, existential analysis describes the basic prerequisites for organisations to become fully effective and for individuals to want to act self-responsibly. These are the development goals I aim for in my organisational development work.
• STRATEGIC CAMPAIGN PLANNING: In order to develop compelling campaign strategies, I take my clients through my in-depth strategic planning pathway. This includes, among other things, a comprehensive situational analysis, setting of goals, and developing a ‘Theory of Change’ to describe the campaign strategy.
• OUTDOOR AND NATURE CONTEXT: Working in and with the living system of nature offers us access to a rich resource of inspiration and motivation, which I incorporate into team and campaign development processes.

WHAT I OFFER

Design and facilitation of processes, events, learning architectures and trainings as well as coaching and consultancy in the following areas:

• ORGANISATIONAL DEVELOPMENT
  Developing organisational frameworks such as vision, mission, strategy, structure; enabling international, decentralised collaboration in networks; developing a respectful, appreciative culture.
• CAMPAIGN AND PROGRAM DEVELOPMENT
  Participatory, co-creative programme development effectively engaging stakeholders; conveying campaign competencies; planning of robust campaign strategies.
• LEADERSHIP-COACHING
  Empowering new leaders in development of leadership identity, strategy and people development.
• TEAM DEVELOPMENT
  Team building; establishing effective team collaboration; team review and supervision.
• COMPLEX MOMENTS CONSULTANCY
  Consultancy and assuming (leadership-/management)-responsibility in complex internal situations; creating clarity and structure in times of crisis; engaging relevant stakeholders; gearing challenging internal projects to the desired outcomes.