Wende [ˈvɛndə]

a. major changes in the course of an occurrence or of a development

b. Transition from a certain time period to the next similar one


Kraft [ˈkraft]

a. ability to act or produce an effect

b. something which has the inherent cause or ability to archieve a certain impact

wendekraft is a collective of self-employed consultants and researchers for innovative approaches handling change. We share know-how and expertise with each other and bring together multidisciplinary experts for the benefit of our clients.
Supported by benevolence and care our work focuses on potentials and takes a systemic approach toward effective solutions. We attentively take account of multiple dynamics of systems. Our relationships with clients are based on appreciation, respect and confidence. We work with a systemic and potential-focused approach using adequate methods for large groups, teams and individuals to make differences utilizable.

wendekraft stands for development of organizations and humans


Organizations as well as humans like continuity, especially when things finally go well. Any kind of action is taken to avoid change. It is also one of the functions of organizations to provide order and stability.
Digitalization and globalization make the world more complex and change happens increasingly faster. For this reason, the world has become smaller and it appears different almost every day. Stress can be caused as an effect, sometimes inducing pressure. Organizations as well as humans are affected by this force. Physics describes force applied to an object as a force field.
Humans as well as organizations experience such force fields during turning points in various ways. wendekraft supports leaders and teams to actively face turning points and to utilize freed energy in a good way.

› Organizational Design & Change Management

Digitalization, social change and global competition boost complexity and speed. As a result, structures of organizations are significantly challenged and greater agility is required. For a healthy development of an organization it is important that members of different departments gain clarity about the purpose of their activities and are aware of the value of their interaction. Team and department development can be a good starting point. Reflection of the rules of cooperation helps to deal with corporate culture.
We understand leadership as substantial part of organizational work. Despite disruption it is still a leadership task to provide effective structures based on confidence. For that purpose leadership needs to create meaning and stability.
Larger change processes require clear feedback loops and mobilization of employees. The beginning of the design process is initiated with developing a shared perspective on the status quo and creating a joint vision.

› Training

Leadership is a complex and challenging task which requires know-how and experience. Thats why we create a learning field with our training that consists of three elements.
Attitude & knowledge. Based on a systemic understanding of organization, a solution- and potential-focused attitude is conveyed. The selected concepts and tools are based on the principles of Positive Leadership. They help executives to lead themselves and others effectively and to design a learning organization.
Apply & practice. The presented tools and methods will be tested together. Thus, first experiences can be collected, which creates a solid basis for the practical application in the professional everyday life. The reflection of the experiences creates a common understanding of leadership work.
Integrate & network. Collegial casework with concrete topics supports the integration of the learned into the work of the participants. At the same time, the casework enables a knowledge and experience transfer within the team.

› Coaching

Coaching focuses on the challenges of individuals and teams in organizations and communities. Coaching creates a mental framework enabling discovery of new solutions.
For leaders in particular it is of importance to have clarity about their own roles, to increase their options and identify potentials. Reflection and an outside perspective supports better decision making and effectiveness. Furthermore, a healthy balance between work and leisure can be established.

› Conflict Resolution & Mediation

Organizations are ambivalences poured into a mould (Fritz Simon). This is why conflicts in organizations are normal. They are symptoms of teams and people having difficulties handling areas of tension. We see such symptoms as areas of development and an opportunity for leaders to enhance the organization. Conflicting roles, structures, processes and cultural elements are specifically comprised in the conflict resolution process. In case of complex and extensive conflict areas this systemic approach is complemented by the new method Solution-focused Conflict Survey. Resilience of teams and organizations is strengthened by this method of constructive debate.


Our experience includes over 25 years of leadership work * 16 years industrial & finance management * 14 years research & teaching * 16 years NGO Management.


The differences and contradictions in our experiences and perspectives push us to continuously improve what we do. We share commitment for dialogue, high quality standards and passion for enabling change.

Chris Zvitkovits

Chris is a systemic consultant, business economist and expert for conflict resolution. He started his industrial career with commercial management positions. Leading change processes appeared to be an important part of his work when he started as head of sales for an international telecommunications supplier. Consequently, designing effective organizations became his core area of activity as a consultant. Acquainted with the challenges of change Chris accompanies leaders and organizations in transition.

„The digital revolution led to an explosion of information and an increase of speed in all areas of life. A lot of new opportunities have arisen and at the same time the consequences of decisions manifest faster than ever before. This change unleashes new dynamics and questions previous rules therefore, challenging leaders. I am interested in how organizations can realize sustainable success in such a turbulent environment.“

  • Professional Background
  • Consultant at a systemic consulting company and network partner of a solution-focused research and trainings institute (Consulting)
  • Principal Consultant Services South East Europe (telecommunications)
  • Head of Sales Services Central East Europe (telecommunications)
  • Head of Finance & Control (telecommunications)
  • Corporate Investment Management & Group Controller (industry)
  • Business Analyst (industry)
  • Founder & CFO of a non-profit organization for environmental consulting (NPO)
  • Education
  • Masters Degree Program Consulting Sciences (MSc.), major field of study: Conflict Resolution; Sigmund Freud University Vienna
  • Business Administration (Master of Social and Economic Sciences), major fields of study: Industrial Management, Management Information Systems and Social Politics, Vienna University of Economics & Business Administration and University of Vermont, USA
  • Training course Systemic Change Design: Organizational Design & Change Management, trainconsulting Vienna
  • Training course Solution-focused Coaching & Consulting (Evan George, Günter Lueger, Gunther Schmid, Peter Szabo), Solution Management Center Wien
  • Certified Mediator, ARGE Bildungsmanagement Wien
  • Further trainings in Tetralemma constellation work (Matthias Varga von Kibéd), Retooling (Günter Lueger) and Holacracy™
  • Training courses in Buddhist philosophy and psychology, inter alia at the University of Vienna and University of Kathmandu, Nepal

Christina Schweiger

Christina holds a PHD in Organizational Development and Pedagogics. As a researcher and practitioner her focus lies on strategic change capabilities and change logic of organizations.  Her research shows that each organization and each individual has its own idiosyncratic way of dealing with changing conditions and change. As a solution-focused coach Christina facilitates organizations on initiating and implementing change taking into account idiosyncratic change capabilities and change logic. Christina specializes on SMEs, young technology-based enterprises and family businesses.

„Each individual and every organization has its own way of dealing with change. Therefore, every change is a unique phenomenon, and dealing with it requires a lot of mindfulness. Existing strengths and potentials have to be exploited and futile routines and behaviors have to be relinquished. The motto is – inspired by Steve de Shazer – „Do more of what works and if it does not work do something different!“

  • Professional Background
  • CO-Head of Research Cluster SMEs & Family Businesses at the University of Applied Sciences
  • Head of Competence Center for SMEs & Strategic Change at the University of Applied Sciences
  • Senior Researcher focus on SMEs, Strategic Change, Change Capabilities
  • Trainer, Coach
  • Senior Lecturer
  • Education
  • Training in solution-focused Consulting & Coaching at IASTI – International Alliance of Solution-Focused Teaching Institutes (Günter Lueger, Gunter Schmid, Steven Gilligan, Peter Szabo)
  • Certifications:
  • Level 1: Solution-Focused Practitioner (2012-2014)
  • Level 2: Advanced Solution-Focused Practitioner (2014-2016)
  • PhD Program in Business Education and Organizational Development, Karl Franzens University Graz
  • Selected Publications
  • Kump, B. & Schweiger, C. (2017). Capturing the dominant logic of a small firm: An inductive, qualitative method. Presented at the symposium ‘ Power, Politics and Emotions in Organizational Learning and Knowledge’, OLKC 2017, Valladolid, Spain, April 27-28, 2017.
  • Schweiger, C., Kump, B., & Hoormann, L. (2016). A concept for diagnosing and developing organizational change capabilities. Journal of Management and Change, 1/2 (34/35), 12-28.
  • Schweiger, C. (2013): Transformationsmanagement in Veränderungsprozessen. Ein Interventionsmodell zu Pfadbrechung und Pfadkreation. In: Austrian Management Review, Nr. 3/2013, S. 36-43.
  • Schweiger, C. (2012): Junge Technologieunternehmen. Systemische Personal- und Organisationsentwicklung. Wiesbaden: Springer/Gabler.
  • Working Languages
  • German (mother tongue), English, Italian

Judith Stemerdink-Herret

Judith is a organizational consultant, trainer and business administrator. After ten years in the Austrian private sector with focus on controlling and finance management she started offering her skills in emergency and development work in Africa and Asia. She lived and worked seven years in West and East Africa. She combines program management with capacity building for employees and partners. In order to create sustainable transformation processes her approach is interdisciplinary, including multi-stakeholders and loops of dialogues.

„Being abroad has changed my cultural views of right and wrong. From these observations I recognized that the most important step in development of complex changes is not only education. Above all it is the creation of a safe space in which people can have open appreciative dialogues.“

  • Professional Background
  • Process-Facilitator, Team developer, Trainer, Conference Manager
  • Delegate for development and emergency in Kenya, Nepal, South Sudan (NPO)
  • International Director Humanitarian Aid (NPO)
  • Emergency Program Officer for the Occupied Palestinian Territories, Jordan (NPO)
  • National Finance & HR Manager for Emergency in Ivory Coast (NPO)
  • Finance & HR Administrator for Emergency in Uganda (NPO)
  • Head of Cost Accounting and Price regulation (Logistic and Postal Service)
  • Head of Finance & Controlling (IT)
  • Executive Officer for Cost and Financial accounting, Controlling (IT)
  • Employee for Financial accounting (Travel and Catering Industry)
  • Education
  • Business Administration (Master of Social and Economic Sciences), Vienna University of Economics & Business Administration and Sheffield Hallam University/Great Britain, main subjects: management & controlling, transportation/logistics and interdisciplinary environmental economics
  • The Art of Hosting practice
  • Certified Hatha Yoga teacher, Sivananda Institute
  • Online study of Buddhist philosophy and meditation
  • Working Languages
  • German (mother tongue), English, French


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