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 come to the surface
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.
My role is to actively listen to you, to remind you of your guiding thread and to support you with open-ended questions.
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
Is there a current situation that needs to be clarified or would you like regular coaching sessions as a form of reflection, learning and quality management? While talking to yourself is helpful, exploring different perspectives with a coaching partner can be even more effective.
Duo Coaching – e,g, you and a substitute, on site or online - makes it easier to manage the department/team together. If you both get on well, great! If things are a bit rocky between you, coaching can provide even greater benefits. Together we can focus on aligning your organisational goals and cooperation. After all, your team/staff will sense whether you are pulling in the same direction.
Team Coaching - you and your team, on site or online
-
a proactive team development workshop to explore your place within the team,
to align on the shared mission and to agree on everyday work practices that everyone can contribute to. -
a team workshop to adress specific content-related or organisational challenges in a solution-focused way using a variety of methods. As a bonus: as an executive/a leader, you can fully participate in the content without having to facilitate.
-
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
You grow togethere as a goal-oriented
team
Diversity within the team is used as a resource for the shared whole
You reach relevant agreements regarding internal and external communication
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
Reorientation, reassurance in times of change, restructuring and mergers, more profound and smaller changes ...
In closely interwoven social, economic, ecological, scientific, political, familial, and ... 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.
By exploring what is within one's range of action and juggling with the more or less foreseeable contributions of the other players, strategies are worked out, people affected are included, decisions are made and their implementation is initiated.
Where it is possible to 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 ...
Back-up for an open view into the highs and lows of possibilities
Inspiration for solution-oriented structuring of abundance
Methodological know-how for conversations and group processes
Strategic feedback
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.
Fit in moderating meetings/sessions – analogue or online
This training offers the opportunity to get to know and practise a variety of analogue and digital moderation tools. The balanced inclusion of the three levels "content - action - relationship" contributes significantly to participatory and productive meetings and relieves the burden on moderators.
Opening the door to other solutions
The luxury version of a seminar, because change takes time and practice: 3 x 1.5 days in-house
In times of significant change, solutions are of great importance. Paul Watzlawick found many well-known like-minded people when he vehemently warned in the 1970s against limiting oneself to first-order solutions, which only create deeper and more far-reaching problems. But how do we arrive at second-order solutions and recognise them? What gives us the confidence that we can find them at all? Following the footsteps of Steve de Shazer and Inso Kim Berg, with valuable suggestions from Matthias Varga von Kibéd and Insa Sparrer, and again differently and with a broader perspective from Nora Bateson to Daniel Christian Wahl...
Systemic Structural Constellations
Need a structural check?
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...
something inexplicably keeps getting stuck or there is simply no clear picture possible
the complexity challenges
different interests seek balance
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
In times of change, organisations invest time, money and personal skills to reshape their structure for the future. Extensive research, strategy and, in some cases, participation processes are initiated. New lines are drawn, processes outlined, cooperations formulated, fields combined or newly arranged and overlappings addressed. For those in charge of developing a new structure for the future, these aspects are already a defining background to their decisions and actions. Others who are not involved in this process yet, tend to resist.
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.