Services
Find the right measure for your challenge.
Leadership
‘Leadership means shaping a world that others would like to belong to.’
Daniel F. Pinnow
Empowering leaders for challenging times
Leadership today is a true art: employees are taking on more responsibility and are expected to be more flexible, resilient and self-organised – in order to best meet the demands of today’s working world. At the same time, this increases the importance of leadership
Factors such as a significantly increasing workload, digitalisation, far-reaching changes and the need to steer organisations and teams safely through periods of uncertainty make leadership a demanding task. This requires more than just technical expertise – above all, leadership demands self-reflection, resilience, strong communication skills and the ability to stay on course even in turbulent times. This is precisely where I can support you.
I’ll accompany you in equipping your leaders to tackle the core tasks of modern leadership: building a culture of genuine connection and shaping change and transformation with clarity and conviction – in times that definitely cannot be planned.
Areas in which I can support you
Leadership & Development
- What content is needed in professional and leadership development programmes today?
- What constitutes effective, needs-based team leadership?
Collaboration & Conflict
- How does leadership foster trust, the ability to cooperate and conflict management skills within teams and project groups?
- What is peer counselling – and how can it be established within organisations?
Roles & Skills
- What coaching skills are there, and when are they useful for managers?
- How does mentoring work, and how do I establish a mentoring process within the company?
- What does it take to facilitate meetings effectively?
Self-management & Self-organisation
- How can managers consolidate and develop their own resources?
- How can leaders lead in line with their own values despite the differing and conflicting expectations of others?
I’d be happy to provide a personalised quote for your project. Please arrange a no-obligation initial consultation – I look forward to hearing from you!
Organisational Development
Shaping Organisational Development Effectively
Are these issues familiar to you?
- Following the merger, the departments are still working at cross-purposes.
- Managers are not pulling in the same direction.
- Outdated structures drag out decision-making and make it difficult to adapt flexibly to new circumstances.
- Introducing new ways of working or systems takes an incredible amount of energy.
- Interpersonal conflicts are the order of the day; morale is plummeting – as is performance – and staff turnover is rising.
Organisations today face constant pressure to change – driven by new market demands, digitalisation, skills shortages, mergers or shifting customer needs. Yet time and again, it becomes clear that change rarely fails because of poor planning. They fail because clarity, involvement and the dynamics between people are underestimated.
This is precisely where I come in: I view your organisation as a social system and focus specifically on what is at work beneath the surface.
Typical questions organisations ask me include:
- How can two organisations successfully merge following a merger or takeover?
- How do we bring together different cultures without losing our proven strengths?
- How do leaders provide direction when goals and roles are constantly changing?
- How do we establish agile working practices within an established organisational culture?
- How do we engage staff in such a way that they take on responsibility?
- How do we improve collaboration across departmental and site boundaries?
iStock.com / baramee2554
How I work with you
I begin with a thorough analysis of your current situation – across three levels: structures and processes, leadership and collaboration, and culture and communication. Only when these levels are aligned will changes have a lasting impact.
Together, we clarify: What challenges actually exist? What changes are truly necessary? Who needs to be involved, and what resources are already available? On this basis, we develop an approach that suits your organisation, your objectives and your culture – and takes into account the people affected, along with their needs and concerns.
Depending on your needs, the measures we implement for you might include: large-group events or workshops with project teams, advisory change management support or one-to-one coaching for key decision-makers, organisational constellations, team coaching or leadership development initiatives.
In this process I act as your consultant and professional facilitator, offering a critical external perspective; I take on the role of moderator and contribute my ideas whenever they may help move things forward. Equally important to me is recognising what has already been achieved before it is called into question and/or discarded.
You want to strengthen your organisation’s future-readiness or are facing a challenging change? Let’s identify together the steps that make sense for your organisation!
Please contact me for a no-obligation initial consultation – I look forward to hearing from you.
Team Coaching
‘The most fruitful developments have occurred wherever two different ways of thinking meet.’
Werner Heisenberg
Your team is in the midst of upheaval, facing major changes or experiencing the coming and going of individual team members. You observe negative dynamics, the mood has deteriorated, competition, heavy overload or conflicts are making collaboration more difficult and impairing the quality of results. What can you do?
Teams within an organisation are constantly evolving – but not always in the desired direction. External changes such as upcoming management changes, reorganisations or newly formed teams can sometimes throw a team out of rhythm. When flexibility falters and trust is lost, there is no growth, creativity or productive interaction – and certainly no decisions.
Teams repeatedly find themselves in such situations and then need support to revitalise and deploy their flexibility and resources. This is where my work as a team coach begins.
Team coaching serves to make the existing dynamics transparent, to recognise causes and to develop solutions. The aim is to arrive at a common understanding of the problem, the goal and the commitment required to achieve the goal.
How does team coaching work?
Because every team faces different challenges,we clarify in the run-up to a team coaching session, where the team and its members currently stand and what the core issues are. Sometimes the focus is on resolving conflicts within the team, in other cases it is important to break entrenched patterns and develop new perspectives.
The results of the situation analysis form the basis for the further dramaturgy of the procedure. I also take the heterogeneity of the team members into account in the detailed conceptualisation. ‘Heterogeneity’ refers to the different professional backgrounds and tasks of those involved as well as their cultural backgrounds and different levels of (leadership) experience.
Examples of occasions where I could support you
- Shaping process and relationship security in times of diversity and change
- Strengthening the team resilience
- Fostering problem-solving skills within the team
- Clarifying conflicts within the team or between interfaces
- Clarifying expectations of roles and responsibilities and revitalising a sense of togetherness
Would you like to shed light on your situation with the right questions or are you planning a team event off the beaten track? Let’s talk about it!
Personal Coaching
Perspectives for personalities:
You are in the middle of a transformation – be it your own, that of your team or of your organisation.
Where to start? How to deal with crises? What could New Work, digitalisation and agile working mean for you? How to influence the mindset and (role) behaviour of your employees or managers? And personally: How could you yourself grow into a new, challenging role?
Looking at your own concerns from a distance as an individual lead to new perspectives and solutions that previously seemed unthinkable and yet come from your own resources.
I see myself as a companion and source of inspiration, preparing the ground on which your own creative impulses can grow.
Examples where I could accompany you
- Upheaval situations and/or upcoming major changes
- Reflecting on your own values, behavioural patterns and dilemmas
- Shaping your own leadership role
- Preparing and testing challenging dialogue situations
- Coach the coach/trainer
Appointments can be made online or in person. We can also arrange a full coaching day in Hamburg (or in your area).
Coaching in practice – what you can expect.
Personal Meeting
I consider coaching a matter of trust and a question of personal chemistry. We find this out in a preliminary discussion. We clarify the initial situation, your concerns and the framework conditions. Together, we will examine whether coaching is the right way to achieve your goals and whether we want to walk this path together.
Working Phase
Our collaboration is based on your personal goals that you’ll develop during the coaching. We’ll work on your issues, make attitudes transparent when dealing with unclear situations, develop perspectives and try out an array of various actions. Coaching also offers you the possibility of taking a step back from daily routine and actually regenerating.
Methods
My coaching sessions are based on a trusting exchange in which discretion, humour and open feedback play a major role. Depending on individual requirements, I work with a diverse, predominantly systemic mix of methods that efficiently implement the findings of modern brain research.
Education programmes
Kaleidoscope of knowledge.
The training programmes described here are designed to be experience – oriented and practical, inviting you to reflect, experiment and interact. They are also a good opportunity to get to know me and the way I work. You can find more topics on offer at seminarmarkt.de.
On request, the events can also be booked in-house and in some cases as online training.
Team Coaching
Qualified, multi-module education for HR managers, internal and external consultants, coaches, managers and those responsible for culture, change and transformation who want to prepare themselves for the role and tasks of a team coach. This training programme does not replace coaching training, but builds on it.
Dates in 2026
- March 06 – 08. (Module 1)
- May 08 – 10 (Module 2)
- June 26 – 28 (Module 3)
- September 25 – 27 (Supervision, Module 4)
Pulling the donkey by the tail: Provocative Dialogue
For counsellors, trainers, coaches, supervisors and people who want to master the absurdities of daily interpersonal encounters with humour and appreciation in equal measure.
Dates in 2027:
- May 28 – 30 (live)
Collegial Counselling – Utilizing the group’s wisdom
For professionals, managers and people working with groups who want to develop their social skills, practice supportive and solution-oriented counselling and develop the necessary confidence as a facilitator to perform it professionally and clearly in different situations.
Dates in 2026/27:
- September 22 (online)
- May 27 (live)
Certification in the persolog® Personality Factor Model
For trainers, consultants, HR managers and coaches who are looking for additional tools to use the personality model in their coachings, team workshops and/or trainings.
- November 24 – 26, 2026 in Hamburg
Mentoring
For experienced leaders and managers who want to support juniors in their new role. Also for HR managers who are looking for support to develop and implement an appropriate mentoring programme.
Dates 2025/2026 in-house, on request and also available in English.
