I offer coaching and psychotherapy. Both formats support personal growth. As a coach I work in companies as well as for private individuals. As a therapist, I work with self-paying clients. The distinction between coaching and psychotherapy depends largely on whether you are mentally ill. This is a little tricky distinction, because a person can be distressed or simply want to "untie a knot" and benefit from talks with me while being healthy. Most coaching concerns have a professional context, but underlying many coaching concerns biographical components might play an important role (the classic is problems with the boss:-)). This can have something to do with your childhood experiences, but it doesn't have to.

In both formats I proceed resource- and goal-oriented. Feel free to browse further ...

Often I am asked for a proposal and in our conversation or email these different terms are used almost synonymously for the same job. However, important for a successful measure is a clarity about the format and this depends very much on what the need is.

Facilitation

Facilitation creates a process which is defined by the client content wise: (e.g. planning an event, building trust in the team). In terms of content, the facilitator stays out of it completely, but structures the different phases, pays attention to timekeeping and supports visualisation. Depending on the topic, she asks the group goal-oriented questions, makes indirect suggestions by facilitating exercises and, depending on the topic, provides feedback. The focus in the process is on achieving a previously specified goal in a limited time. Facilitated regular meetings are an integral part of agile teams in particular. Depending on the "mandate", the facilitator sometimes incorporates ideas or feed back. Whether you work according to Scrum or other models, a good and goal-oriented process contributes significantly to achieve results.

Mediation

Mediation also creates a process, but one that revolves around a conflict. The focus of the process is that all sides have an equal say, can respectfully communicate their backgrounds and common interests and ideally develop the first approaches to a solution. Here too, the mediator stays out of the conflict completely, structures and visualises in such a way that emotions can calm down (conflicts are always emotionally charged), and then facilitates creative work on the solution. In terms of time, this continues until the mediation ends without an agreement with lower amount of injuries or, better, after a resolution is reached that is consistent for all sides.

Training

Training serves to develop skills and knowledge and follows the principles of adult education. The trainer sees herself as an equal to the participants and offers her expertise interactively (no classical teaching). The participants also contribute their expertise and "take on board" what they consider to be right and important. The trainer provides information based on the assignment, plans exercises for the development of competences, offers feedback and ideas – always in dialogue with the participants. The focus of this process is on designing "learning steps".

Talking about racism and also other forms of discrimination is very challenging for everyone involved. Due to the public discourses of the last years, which arose after the murder of George Floyd, it is reflected more and more how racism works - not only far away in other countries, but in the own contexts also here in Germany. The first step is awareness and acceptance of one's own positioning with the associated privileges or disadvantages (see also the section at Empowerment Coaching for BIPoC).

Since racism is part of the social system in which we live, it is very difficult to recognize the effects in the first place. Exercises that are help to comprehend the other perspective are part of these trainings. It is very difficult to really comprehend all facets experiences of people facing racism experience at the same time it is possible to get a glimpse and start the journey.

White-positioned people and B(I)PoC have different needs and different learning paths. Therefore I also offer this training with experienced and sensitizes white tandem partners from my network.

Classical tools – from active listening and I-messaging to win-win negotiation models – are practiced interactively through exercises and case studies. The training follows the principle "from easy to difficult". This means that although interests and topics are initially asked for, they are first practiced in "artificial" situations. Over time, the participants can introduce their own questions and concerns and take home personal learnings to transfer into their everyday life.

The goal-oriented self-reflection for teams. With the help of 10 trust dimensions (based on the International Trust in Teams Indicator), team members can first assess their own individual factors for trust and then compare them with other team members. A facilitated discussion helps to develop a common approach to how trust should be worked in this team.

Neither pure gut feeling nor rational decisions alone will serve all of your needs in the long run. The secret lies in finding the right balance, which must be sought again and again, depending on the situation: Through various exercises, participants can check their personal priorities and get to know various tools for decision-making. The result is to be able to handle different tools in such a way that they can be independently redesigned again and again for short, medium and long-term goals.

Information on stress, sleep and relaxation techniques is provided interactively. By introducing a whole range of relaxation techniques, the participants work out their personal plan to organise their everyday life in such a way that health and performance are maintained.

Leadership styles, communication styles and much more are part of an organizational culture as well as part of a societal culture. All those who experience mindset changes in VUCA contexts find this realization sometimes painful, sometimes liberating. Especially when they work across national borders. A successful combination of linguistic, psychological and anthropological information allows the participants to classify strange and foreign behaviour in a goal-oriented way. Cross-national competence development promotes the ability to deal with problems and conflicts constructively in international work contexts.