Inspire to change
I specialize in providing counseling and coaching for individuals, teams and organizations on work related issues. Perhaps you wish to resolve difficulties in your own job, want to open up your team and increase its productivity or aim to develop your organization to make it fit for the future.
In my experience, organizations and companies often suffer from similar difficulties: Competition instead of collaboration within or between work teams, lacking exchange of knowledge and information, entrenched conflicts, or an outdated organizational structure that no longer fits into an ever changing environment. These and other common ailments lead to constant friction and keep the organization from achieving its goals. As a consequence, staff are less motivated, and henceforth the organization's impact and effectiveness are compromised.
How I can help?
I provide conflict mediation and help you find new ways to cooperate.
If needed together we can design and lead a process to develop the organization, by including all stakeholders. Our aim will be to reinvigorate the organzation's goals and provide new motivation for staff and management.
What makes Systemic Counseling and Coaching special?
In my view, ready-made solutions won't work. Jointly, we will dynamically examine the environment that you work in, including organizational structure and culture. My role will be to ask the right questions and provide inspiration, while you will bring all the knowledge about your work place and the organization to the table. Collaboratively, we will explore opportunities for personal growth and organizational change.
Where do I come from and how can we start?
As a political science professional in education and development I have been a nonprofit team leader and manager for many years. Extensive leadership experience helps me assess and understand your work situation and develop new courses of action with you. Before starting to collaborate, we will meet once free-of-charge in order to get to know each other and find out if and how we can work together. For complex processes such as organizational development, I will propose to work in a team with another skilled consultant.
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.
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 […]
“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 […]
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 […]