What customers say
The organisation is in the middle of a transformation process, requiring new thinking and standards from the entire staff and board. Inevitably, this leads to concerns and conflict, diverging opinions sometimes clash. The challenging situation led us to convene a meeting of staff and board, for which I hired Georg Rohde as a moderator. Through his sober, calm and balanced style he provided a good setting for board and staff, generating the trust necessary for a frank, but also fair exchange of views. We still have a long way to go, but going the first step with Mr. Rohde was surely the right decision.
In a career change process a consultation with Georg Rohde has been very helpful to sort out and structure my ideas and thoughts. I profited from his perceptive and pragmatic approach. It became clear to me that matters I considered inalterable were everything but that and that issues I hadn’t yet paid attention to might very well become important in my future. I also liked that we communicated at eye level and did not just babble, but raised very concrete issues that I can now tackle. Georg Rohde’s fresh, direct and fair view from the outside has given me a boost – I absolutely recommend his service!
Since 2015 Georg Rohde has been supporting management at ufuq.de to drive forward our organizational development and has advised us on establishing a sustainable structure for the association. Due to his training as a systemic consultant and his background in nonprofit management he has been instrumental in leading ufuq.de on a very good path. We count on continuing our collaboration to establish ufuq.de as a nationwide association.
Blogposts
Use your Board Cleverly
Sometimes in small to mid-sized Civil-Society-Organizations (CSOs), my experience is that the Board only nominally exists. A cause might be that members were talked into joining the Board without real determination (“somebody has to do this”). Or salaried employees form the Board. The latter may lead to conflict of interest, since the Board as governing […]
What does my organization need in order to learn?
“Learning Organizations” (LO) are organizations in motion, creatively adapting to changing environments. They understand that the development of their staff and teams creates the basis for their success as organizations, no matter whether they are a municipal administration, a factory that produces metal parts, or a hotel. One factor that is indispensable for LO is to […]
I do not want you to lose your face
When the relationship between an employee and her or his supervisor or management turns sour, mutual trust is lost. Both sides have opposing views on who is to blame. On the whole, not so many job completely fail. But if they do, the result quite often is a painful and demanding situation both for the […]
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