It is our deepest
desire to be seen

Anker 2

About

Change happens where people feel a sense of belonging .

Humanity is always at the heart of my work, regardless of whether it concerns collaboration, conflict, or organizational change processes. Underlying this for me is always the question: How can we be more human, authentic, and connected to one another in our daily work?

When people feel a sense of belonging , can contribute their perspectives and skills, and experience that they make a difference, the way they collaborate changes. This leads to greater responsibility, connection, and autonomy – and thus a work culture that people help shape and in which they are happy to stay.

my approach

Anker 1

How I support organizations

Every organization is different – and change can't be planned off the shelf. That's why I tailor my support to your specific situation, the people, and the challenges you're currently facing. Together, we'll create a process that fosters belonging, reflection, and new possibilities for action .

Impulse

Lectures · Presentations · Workshops

Sometimes change needs an initial impetus: a new perspective, a disruption, or a space to look together at something that finds little room in everyday work.

I design and deliver presentations, talks, and half- or full-day workshops on topics related to belonging, collaboration, conflict, leadership, and change . The content and format are tailored to your organization and the specific occasion.

Process support

Change takes time

Sustainable change rarely happens in a single workshop. It needs time, relationships, and the opportunity to gain experience, reflect, and try new things.

Over several months, I support teams, leaders, and organizations in redesigning collaboration, addressing conflicts and tensions, and jointly embracing change. Depending on the needs of the process, I combine workshops, reflection sessions, supervision, mediation, consulting, and coaching.

The focus is not on a predetermined program, but on what emerges during the process and what the people and the organization actually need. This also includes reflecting together on what is changing, what is having an impact, and what is needed for change to have a lasting effect.

CULTURAL CHANGE

Shaping culture together

Organizational culture is evident every day: in how people talk to each other, how decisions are made, how conflicts and uncertainty are dealt with, and whether people feel a sense of belonging and experience that they can make a difference.

In long-term consulting engagements, I work with organizations to consciously develop their culture. This involves not only the behavior of individuals or teams, but also the conditions, structures, and processes that shape collaboration . Depending on the specific needs, I involve different levels of the organization – employees, teams, management, and organizational structures.

Cultural change cannot be mandated. It arises where people take responsibility, contribute, and actively shape the change themselves. My task is to create the conditions and spaces in which precisely this becomes possible.

Upon request, I also support individuals and managers in a professional context – particularly in situations of change, conflict, and decision-making. Coaching or supervision provides a space to reflect on one's own role, develop new perspectives, and expand one's scope of action.

What motivates my work

Change is reflected not only,

in what people know,

but in how they work together.

When people feel a sense of belonging and feel safe enough, they can contribute their perspectives and abilities. They address difficulties earlier, take responsibility, and experience that they can make a difference.

This creates workplace cultures in which people learn together, address conflict constructively, help shape change – and want to stay.

Belonging
People experience: I am part of this.

Psychological Safety
Difficult issues and uncertainties can be addressed openly.

Agency
People recognise where they have room to act and experience that they can make a difference.

Responsibility
Change is not delegated, but carried collectively.

Collaboration
Differences can be addressed and conflicts worked through together.

Connection
People develop a sense of connection to their workplace – and want to remain part of it.

what people have experienced

Voices from participants in long-term processes

“It does something to us, and we are no longer the same.”

“With every Verlernraum session, I found myself enjoying going to the university more.”

“I feel that I belong, that I can contribute, and that I can be who I am.”

“I notice discriminatory situations more often, or situations where someone has to make an extra effort to belong – and noticing them gives me the opportunity to act.”

what I offer

My work today has grown out of a range of professional experiences.
From conflict transformation in Palestine/Israel and other conflict regions, from many years of working as a mediator and organisational development consultant, and from an intensive engagement with racism, power, belonging and discrimination.

Throughout this work, I have also been deeply interested in what profound conflict and difficult experiences do to groups and communities – how they shape relationships, trust and belonging, and what people need in order to reconnect with one another and regain their capacity to act.

These different fields have shaped the way I understand change. I find myself returning to similar questions again and again: What happens when different perspectives, interests and experiences meet? What do people need in order to stay connected even in moments of tension and uncertainty? And under what conditions can conflict, disruption and difference give rise to development and new possibilities for action?

Services

I carry different identities within me that complement each other and that I connect. As a child, I grew up biculturally and bilingually: Eritrean and German, Tigrinya and German. These diverse linguistic and cultural perspectives taught me early on that significant differences don't have to be contradictory. On the contrary, they can broaden our view of the world and allow something new to emerge.