Monika Udeani
Gain new perspectives –
generate ideas for next steps
In exploring what we have not yet perceived
we discover unimagined options
Gaining new perspectives -
letting the next steps emerge
In exploring what we have not yet perceived,
we discover unimagined options.
You are looking for ...
Orientation at turning points
An overview of complex situations
A solution in difficult decision-making situations
A new creative expression in your everyday routine
Preparing and taking steps with far-reaching
consequences
Strengthening your team amid transformation or setting up a new one
You are concerned with ...
You feel the impulse to explore invigorating ways of thinking and acting ...
My offer
is to accompany you on this path
We start with simple but clarifying questions: What is your interest? What is good about the current situation and should remain the way it is? How can you observe that our working together is taking you in the right direction? ...
I bring along an attitude of support. Our working together and whatever will come out of it is tailored in terms of content and method towards your needs.
“It is you who pulls the bow.
And you conclude, that it was you who hits the target.
But one day, you realize
that the most worthwhile goals
have gotten in your way."
R. Mayrhofer 1998
Coaching
Coaching is a solution-focused, exploratory conversation centred on work-related topics. Confidentiality is a cornerstone of the process. Together, we agree on the objectives and time frame. Coaching promotes self-reflection and self-awareness, enabling you to shape your role and responsibilities more effectively.
Every situation is unique, and every person is the best expert in their own life. That is why coaching doesn't offer one-size-fits all solutions. By focusing on your strengths, competencies and experience, we can reveal many an unexpected and valuable insight, leading to clear and helpful steps.
Individual Coaching – on site or online
Duo Coaching – e,g, you and a substitute, on site or online - makes it easier to manage the department/team together
Team Coaching - you and your team, on site or online:
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a proactive team development workshop
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a team workshop to adress specific content-related or organisational challenges in a solution-focused way using a variety of methods.
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as a kind of annual team maintenance. In a team workshop, you take the time and space to reflect together on your successful strategies and efforts and how you want to continue to improve in the future
I offer team coaching sessions for up to 14 people on my own. For larger groups (15 or more) I work with a colleague. Please note: I strongly recommend scheduling individual coaching sessions for team leaders both before and after team coaching sessions.
Team Development
According to Gunther Schmidt, the success of a team can be judged by its relationship to its mission. Those involved can usually and quickly say whether it is fun to work together in a team on this mission. Mindful stops when there are changes in the team, reflection-loops over a working year, etc. represent a significant support
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You grow togethere as a goal-oriented team
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Diversity within the team is used as a resource for the shared whole
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You reach relevant agreements regarding internal and external communication
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You face changes within the team and make them an explicit topic ...
A supported start is a worthwhile investment.
“The specific chance of a team lies
in expanding the boundaries,
because someone besides me can take over where I lack the strength
or where my capabilities end."
U. Schmitz, 2009 (transl. MU)
Transformation Processes
In closely interwoven relationships, we are just as often concerned with balancing changes that appear
to be imposed from outside as we are with attempting to initiate change. Leadership responsibility, in particular, is equated with the purposeful design of change initiatives.
Where it is possible to explore what is within one's range of action and involve those affected as active
participants within an agreed framework and in line
with the direction of journey, you gain collective organisational power.
My offer for you ...
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Back-up for an open view into the highs and lows of possibilities
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Inspiration for solution-oriented structuring of abundance
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Methodological know-how for conversations and group processes
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Strategic feedback
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Support in concretizing the next steps towards change ...
“In complexity […] you define a direction of travel, not a goal, because if you start on a journey you will discover things you didn’t know you could discover which have high utility. If you have an explicit goal you may miss the very things that you need to discover.”
Dave J. Snowden
How leaders change culture through small actions, July 26, 2016 https://www.youtube.com/watch?v=MsLmjoAp_Dg (transl. MU)
Seminars - Trainings
Deepening existing knowledge within the organisation and practising new things is worthwhile in many ways. The respective topic shows what an organisation focuses on and is a signal of positive trust in the employees. At the same time, learning together leads to encounters and comprehensive knowledge transfer.
I am at your service as a trainer for workshops or seminars lasting several days. Impulses, practical exercises and reflective conversations open up new approaches and a wide range of suggestions for your practice. It would be a pleasure for me to develop a specific format for you according to your request. Examples of topics:
Orientation in working with my team
What is important if I want to lead my team
through the common mission in a goal-oriented and smooth manner? The system principles and system orientations of Matthias Varga von Kibéd and Insa Sparrer offer valuable guidelines for this and
are applied to your team.
Making decisions as a leader – alone, in a team or completely different?
Whether it is usually a classic individual decision
by the leader, a consensus or a majority decision,
each decision-variant has advantages and disadvantages. Consent-facilitation, systemic consensus and consultative individual decisions are also
emerging as efficient techniques. It is worth
reflecting on and expanding your decision-making repertoire or even clarifying it in the team (delegation continuum).
Accompanying transformation processes − Attitude and methods for solution-focused conversation
Every day, leaders face the challenge of
making decisions in larger and smaller contexts and initiating processes. An introduction
to the solution-focused conversation (Steve de Shazer/Insoo Kim Berg) boosts your
thoughts and strengthens employees' competence.
Training day for internal mentors-to-be – Approaches and methods for supportive dialogue
Fit in moderating meetings/sessions – analogue or online
Systemic Structural Constellations
Systemic structural constellations are one of the most amazing and effective ways of exploring new perspectives. They also allow you to try out alternative approaches to action without any risk. Your previous ideas about how and which things or questions are related are positioned in the room using "symbols" (a chair, a sheet of paper, etc.) or people as representatives and changed towards a more resourceful
state.
Systemic structural constellations can be arranged in individual, team or group settings. They open up relevant new perspectives and mutual learning processes
especially when...
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something inexplicably keeps getting stuck or there is simply no clear picture possible
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the complexity challenges
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different interests seek balance
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difficult decisions have to be prepared ...
Matthias Varga von Kibéd and Insa Sparrer at the SySt®- Institute in Munich have been developing and teaching Systemic Structural Constellations Work for over 25 years .
More information on how SySt® works can be found at http://www.syst.info/was-ist-syst
Need a structural check?
An in-house workshop using the Systemic Structural Constellation method offers the opportunity to review the new structure and look at “blind spots” before it is implemented.
Clients
Entrepreneurs, board members and managing directors, executives/leaders together with their team or selected key personnel (5-8 people) whose newly developed organisational structure is already quite concretely formulated and which they would like to review from different perspectives for its suitability for everyday use.
Using formalized queries, suggestions for content can be obtained, reflected upon and made more concrete for those involved – without specifying the operational strategy in detail. The overall picture represents a perspective snapshot.