Development
The Human Being in the Organisation
How do organisations develop
People and the interaction with each other can be truly felt and experienced as priority No. 1
Establish leadership as a duty and an inner attitude
Taking ownership for development, as an individual and as an organisation
Make decisions at any reasonable level, for the welfare of the people and the organisation
Develop entrepreneurial resilience, the organisation adapts to changing conditions
What I can do
With pleasure I support Executives and Project Managers to define the steps driving change in the organisation:
P – People: take care of teams and individuals
A – Action: get moving, achieve goals
R – Reflection: shape strategies, values, guiding principles, meaning and future possibilities
S– Social: improve capabilities to interact, communicate and resolve conflicts
My primary focus
Any support that is helpful for the organization;
the shorter, the more (self-)effective
Interdependencies in a system
What does your organizational eco-system look like?
What effect does the corporate, communication and conflict culture have on your system?
What kind of feedback do you receive?
How can the creativity and competence of teams be activated?
What is the “heart and soul” of the company?
Elements that I apply from my experience
Coaching (e.g. with the GROW Model)
Communication (non-violent communication, Crucial Conversations)
Conflict competence (building blocks from the mediator training)
Systemic view (D. Meadows, System Modelling)
Methods and Processes:
Lean and agile principles
Systems &RequirementsEngineering