Fields of Work
Organisational development should be seen as a process that is aimed at enabling a system to find appropriate solutions within itself. This process requires and enables a lot of reflection from individuals, as well as the entire system. An external and neutral perspective helps to catalyse these reflections, to give them structure and context.
Every change process should consider two aspects: maintenance and adjustment.
I regard myself as a supporter, as a facilitator, and perhaps a catalyst at times, who brings solutions and new ideas to the surface or helps the system to get unstuck.
I accompany small, medium, and long-term change processes within teams and departments.
Strategic and Operational Planning
(Multi-) Stakeholder processes/ dialogues
Vision and mission development
During process facilitation, I acknowledge the group’s dynamics, its energy, and needs while ensuring the achievement of set objectives. Mindful listening and observing allows me to react to the group’s actual needs, and my willingness to divert from a static agenda often enables the group to move forward.
I employ interactive methods that actually bring people together – that enable them to communicate with one another. I aim to facilitate meaningful conversations in safe, encouraging spaces.
Although facilitation is often part of organisational development and change processes,
I am also available to "simply" facilitate your workshop, seminar, meeting, or conference - be it for a small (4 people) or large group (500 +).
Methods & Tools
Participatory & creative
I don’t believe in a one-size-fits-all approach, so all trainings are tailor-made. Every training begins with a briefing conversation that helps me to understand your specific needs and allows me to design the training accordingly.
Trainings are always a mixture of input and practical skills. Participants will do things themselves, explore and learn. Elements of personal reflection are always included, as facilitation and communication cannot be separated from the individual’s approach and attitude.
Trainings can range from 1-3 days, depending on the set objectives and needs (a combination of topics is also possible). If required, I am always available to provide further coaching/support after the training.
The neutral, external perspective that provides fresh ideas and alternatives during change processes can also be helpful to team leaders and managers. Working closely with teams and supporting them during change processes often leads to coaching sessions with team leaders or individual team members.
Sometimes I am asked to support “a thinking process" or to serve as a sparring partner or sounding board (e.g. in strategic management questions). Sometimes I am asked to facilitate upward feedback sessions for managers, or to mediate in conflict situations.
Time to Think
I am an offcial Time to Think Coach