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.
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 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.
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.