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In der Welt von VUCA und BANI ist nichts mehr sicher. Das bedeutet Führungskräfte und Projektmitarbeiter dürfen lernen mit Ungewissheit umzugehen. Agiles Arbeiten,  Achtsamkeit und regelmäßige Retroperspektiven sind wertvolle Tools, um gesund und erfolgreich die Zukunft zu gestalten.

Yes, it matters!

Future Work Mindset

Future Work & Teams

Future Work & Leadership

Organizational Excellence

Future Work Mindset
What it's about...

A “Future Work Mindset” or "New Work Mindset" refers to a person’s attitude and approach to work and career. It includes aspects such as flexibility, personal responsibility, collaboration and networking, openness to change and the pursuit of meaningful work. New Work' is understood here largely in the sense of Frithjof Bergmann's philosophy, emphasizing future-oriented work culture.

 

New Work Mindset is thus a combination of attitudes and ways of thinking that help individuals to work together in the new world of work in a healthy, resilient, productive, creative way, with joy, and as part of a community, to shape a modern, flexible, and adaptable work culture.

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New Work Mindset
A learning journey in 12 weeks

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Learning Journey
New Work Mindset

Learning in New Work Style

Welcome to the New Work learning journey!

 

Instead of traditional workshops, our learning process here extends over 12 to 16 weeks, based on "learning nuggets" and self-organized learning in the New Work style.

 

The program includes:

  • program over 12 – 16 weeks

  • Only 90 minutes per week

  • Structured self-organized

  • In small groups of 2 – 5 people

  • Virtual (or on-site)

  • Online workbook with 12 consecutive learning nuggets including transfer tasks

  • Interactive touchpoints for all participants

  • Weekly impulses by email

  • Personal support from a certified coach

 

Side effect: Cross-functional networking within the organization, which allows silo thinking and bureaucratic hurdles to be overcome bit by bit.

Future Work & Leadership
What it's about...

This is about the development of leadership competencies in a constantly changing work environment. It means supporting leaders to successfully operate in a dynamic setting while ensuring long-term success for the organization and fostering a values-driven culture characterized by collaboration, flexibility, and resilience. The goal is to strengthen leaders in their ability to actively shape change, unlock the potential of their teams, and create a healthy, future-proof workplace.

Develop the management team into New Work Leaders in order to jointly leverage the existing employee potential and join forces to shape a successful future.

Future Work & Leadership
In-house workshops

Leadership for strong teams in turbulent times

The workshops combine experience-based learning with the transfer of know-how and methods.

Standard format is 2 days, adjustments are possible.

 

BE AGILE! Agile leadership skills on a personal level

Contents include self-reflection, systemic approaches, roles, agile methods in connection with leadership, exchange of practical experience, exercises, mindset, mindfulness, embodiment

 

BE RESILIENT! Resilient Leadership in a practical way

Contents include tools for resilience in leadership and in teams, self-reflection, conflict resolution, exchange of practical experience, attitude and mindset, exercises.

 

YOUR FIT! Tailor-made workshops for your management team based on your topics.

 

SETTING! Currently in person, virtual and hybrid formats also possible upon request.

Future Work & Leadership
Supervision and Coaching

IN HOUSE SUPERVISION!

 

  • Reflection sessions for leaders in transformation

  • Facilitated and structured exchange of experiences

  • Thematic focus and input from theory and practice available upon request

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LEADERSHIP COACHING!

 

Tailored format for sustainably addressing personal topics in the context of collaboration, leadership, career development, resilience, and stress management.​

Future Work & Teams
What it's about...

As an organization, you face the challenge of delivering high-quality work and implementing digitalization with shrinking teams. It's a huge challenge. Teams need to let go of old practices and embrace new ways of learning. High performers from the old world find themselves back at the beginner stage, and many older employees fear they won’t keep up. Employee turnover only adds to the anxiety that the workload will become overwhelming. Defense mechanisms can lead to unhealthy dynamics, which, in the worst cases, result in bullying, burnout, and illness. Increasingly, we hear the term “burned-out teams.”

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The good news is: Many of these challenges can be successfully addressed in workshop formats with the teams. As a coach and experienced leader, I provide effective methods, clarity, and empathy to support this process. Today, no company can afford not to invest in the development of their teams!

As an organization, you are faced with the challenge of continuing to deliver quality work and implementing digitalization with shrinking teams. A huge challenge. The teams have to let go of tried and tested methods and get ready to learn new things. High performers from the old world are becoming beginners again and many older employees are afraid of not being able to keep up. And fluctuation fuels the worry that everything will become too much and that the work will no longer be able to be done. Protective mechanisms can develop unhealthy dynamics that, in severe cases, lead to bullying, burnout and illness. The buzzword of burned-out teams is heard more and more often. The good news is that many challenges can be successfully addressed with the teams in workshop formats. As a coach and experienced manager, I support this with effective methods, clarity and empathy.

Future Work & Teams
Insights

Everything begins with clarifying the objectives. This involves discussions with leadership and/or HR to define the focus of the initiative and address team development topics, such as digitalization, work organization, agile mindset, team conflicts, collaboration, motivation, and more.

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A team diagnosis is often conducted during the workshop. Aligning on the current situation is essential to start off on the right foot. Possible content includes: tasks, USP, responsibilities, stakeholders, clients, interfaces, purpose, goals, culture, challenges, resources, strengths, and more.

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The workshop engages the mind, hands, and heart:

  • For the mind: Collecting, discussing, agreeing, providing input from science and practice, flip charts, action plans, etc.

  • For the hands & heart: Activities that promote creativity, movement, and experience, such as activation exercises, spatial sculpture, mindfulness exercises, sketching, experimenting, and more.

 

Setting: Workshop formats with the team, including leadership, spanning one to three days.

Organizational Excellence
What it's about...

VUCA, BANI, and market changes driven by new technologies, shifting conditions, and evolving customer needs call for a rethinking of organizations and work environments.

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Organizational transformation can be transparent, tangible, and agile. Early involvement of those affected is key to sustainable success. The process is just as important as the goal, with pit stops and milestones fostering endurance, motivation, and well-being for everyone involved. And don’t overlook your history: embark on your agile future with an appreciation for what came before.

VUCA, BANI and market changes with new technologies, framework conditions and customer wishes require a rethink in terms of organization and working environments. Organizational transformation can be transparent, tangible and agile. Early involvement of those affected contributes to long-term success. The process is just as important as the goal and pit stops and milestones promote endurance, motivation and health for everyone involved. And your history is also important: start your agile future with appreciation for what was.

Organizational Fit
Insights into the approach

1. Diagnosis

  • Conduct an assessment of challenges, resources, organizational health, and key action areas.

  • Use tools such as interviews, surveys, HR metrics, or other diagnostic methods.

  • Analyze results and review findings to decide on the next steps and the scope of collaboration.

 

2. Planning

  • Facilitate workshops to define goals, strategies, action plans, and responsibilities, including an implementation roadmap with clear milestones and evaluation criteria.

  • Workshops for implementation planning, incorporating agile principles into the process.

  • Result discussions with decisions on further steps and collaboration during implementation.

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3. Implementation and evaluation

  • Clarification of the scope of support during implementation through coaching, consulting, supervision, etc.

  • Possible consulting services: workshops, regular appointments, coaching in the introduction of agile tools, corporate health management, etc.

  • Evaluation and retrospective for each milestone

 

3+ Sustainability

Upon request, a follow-up collaboration can be planned and developed based on the results of the final evaluation to ensure long-term sustainability.

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