Solutions

Here you will find background information on typical topics for which I offer support. On the subpages, you can learn more about what coaching, training, or mediation looks like and how it works. 

Themes

Risk and security

Stress, complexity and still feeling comfortable? New beginnings that need leadership, as a questioning of one's own survivability (Richter/Groth); change or no change, for everyone or for a few; rapid or sustainable or both? Learning from extreme cases in order to prevent them. Is it worth it? In the end, it's all about making decisions.

Personality and organisation

What defines me, where am I heading to, what is good for me, how do I stay healthy...? (Me) What is possible, what should I do, what should not be...? (Organisation). Me and my role. Working relationships – good and bad ones. What does my behaviour serve me for? A first step could be to see that what you usually do not see. Or to sketch everything out on a map.

Work and play

Am I paid to do something that fills me with joy? That means I'm actually paid to play. "Ever since I was a child, I have wanted to be a pilot..." In my imagination, I can go anywhere and do anything, as long as I believe in it... Even in an argument, I can play my role well. Fun – ideas come together naturally, and there's a lot of energy... Work is also: duty, doing what is necessary, tackling the unpleasant. Win-win – what is that right now?

Meaning and crisis of meaning

Questions on meaning in chaos – it's almost impossible without new perspectives. What does something mean to me...? Turn ideas upside down. Or just classify and orientate yourself for now: politically, culturally, ecologically, in the long term. Come to a fundamental decision within yourself: Short-term relief or sustainable strategies for the future?Understand (accept) or act (fight)?

Connection and conflict

The quality of our lives determined by relationships stems from meaningful connections. Setting boundaries or using communication as a tool with my opponent – or: what can I learn from him/her? Conflict – irreconcilable contradictions or a strategy? Underneath you will find needs, values and relationship history. Managing conflicts wisely – learning to escalate and to repair. Living integrity and anticipating consequences = crisis prevention.

Ambivalence and clarity

How do I perceive things? How does this influence my actions? Am I inflexible – everything always stays the same, I see it this way, and that's how it is. What is beneficial about this ? Am I a leaf in the wind, every day is new, I constantly see everything differently and may constantly doubt. What is beneficial about this? How can I move from concern to action? Promise: ‘Follow these three steps and you will achieve your goal.’ A lot is possible as long as you accept the consequences – advantages and disadvantages. Can you enlarge the pie and create more opportunities? 

Cooperation and conflict


How can we reduce the 30 billion euros in annual conflict costs in German companies to take an example from my national context (similar numbers can be found for the UK and other countries)? How can we face challenges better and remain productive when even the topic of "conflict" is taboo?

This is exactly where I help my clients : )

I support teams and organisations from the public and private sectors in transforming their culture of cooperation. This begins with identifying what conflicts have relieved you from and made easier for you so far, and whether you really want to get rid of them or would rather settle into them more comfortably (both legitimate options), and involves fully accepting yourself and others.

We find answers to the following questions:

  • How you can reduce conflict complexity through conflict analysis (type, escalation level, issue, players, etc.).
  • How high chances are that internal players actually want to resolve a current conflict.
  • How to avoid traps when dealing with feelings of powerlessness.
  • How conflict prevention becomes routine for you.
  • How you can motivate your employees more strongly for team spirit, regardless of their possibly diverse backgrounds.

Network with me on Linkedin or read my blog articles on conflict management. In the German business magazine  02/2020 brand eins (link to instagram page)  you will find an article on mediation and my work in Burundi, East Africa (German).

Let's find out together if I can support you in finding an easy way to a culture of cooperation and strengthen good practices in your organization.


Organizations - teams - large groups

My specialization lies in organizations, teams and groups - for twenty years I have analyzed, advised and trained civil society organizations, especially in the non-profit sector, moderated conferences and workshops, mediated conflicts and helped develop various solutions. I have also worked with state actors and organizations, where I myself work as a team leader. Methods of participation and visualization and procedures for balancing representation, debate and progress are central here.

"You always repeat so much of what we say!" I often hear - mediation goes quite deeply into the conversation and, in contrast to other methods, slows down the pace and works more thoroughly. A mediator questions, turns, feels, looks again, attends, makes sure things are going well, follows every word and every single glance... Nevertheless, I am known for my efficient methods - getting to the heart of things and sometimes working pragmatically. I am sometimes touched when conflicting parties really appreciate each other, even in a dispute. Then things really move forward in a sustainable way.