What is Systemic Counseling and Coaching about?

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.

Orga­ni­za­tio­nal ailments

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 I Offer

Systemic Coaching for Individuals and Teams

I will advi­se and coach you when your pro­fes­sio­nal situa­ti­on is chan­ging (e.g. new tasks or a chan­ge in care­er) or if you wish to rest­ruc­tu­re your work team or impro­ve col­la­bo­ra­ti­on.

Systemic Coaching for Executives

In many cases, exe­cu­ti­ves have no or very litt­le for­mal trai­ning for their deman­ding jobs. I will sup­port you in your new role to act sen­si­b­ly and stra­te­gi­cal­ly and to avo­id bur­nout.

Systemic Organizational Development

Tog­e­ther with you I will plan, kick off, and dri­ve for­ward your orga­ni­za­tio­nal deve­lop­ment pro­cess, lea­ding the suc­ces­si­ve mee­tings with a col­league for increa­sed reflec­tion and hig­her effec­tiveness.

Systemic Strategy Development

I will help you to look bey­ond your own nose when reflec­ting, dis­cus­sing, and refor­mu­la­ting your orga­ni­za­tio­nal stra­te­gy, e.g. to adapt to a chan­ging envi­ron­ment.

Would you like to …

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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.

Dr. Sarah Ninette Kaliga
Dr. Sarah Ninet­te Kali­ga Direc­tor, sodi.de

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!

Kath­le­en H. Free­lan­cer

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.

Goetz Nordbruch, ufuq.de
Dr. Götz Nord­bruch Co-Direc­tor, ufuq.de

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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 […]

Don't lose your face

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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2 thoughts on “

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