Humanity. Belonging. Change.
Process support for organizations
It is our deepest
desire to be seen
Where people feel they belong, responsibility grows
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.
Life is change. And a living organisation is always in motion.
For me, stability is not about avoiding change, but about the ability to shape it consciously.
my offers
Every organization is unique – 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.
Depending on the needs and capabilities of your organization or company, I can support you in various formats. Here are a few examples:
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.
INDIVIDUAL SUPPORT
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Individual Coaching and Counseling
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Upon request, I also work with individuals and leaders in a professional context – particularly during periods of change, conflict, or decision-making. Coaching and supervision provide space to reflect on one’s role, develop new perspectives, and expand one’s scope for action.
"The moment we choose to love we begin to move against domination, against oppression."
Bell Hooks
Where people feel
they belong,
responsibility grows
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.
Life is change. And a living organisation is always in motion.
For me, stability is not about avoiding change, but about the ability to shape it consciously.
​what motivates my work
Key themes in the support
affiliation
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People feel: I belong here.
Agency
People recognize their scope for action and experience that they can make a difference.
Collaboration
Differences can be addressed and conflicts worked through together.
Psychological safety
Difficult topics and uncertainties can be addressed openly.
Responsibility
Change is not delegated, but carried collectively.
Connection
People develop a sense of connection to their workplace – and want to remain part of it.
When Support Can Make a Difference​
People withdraw
Engagement and responsibility are lost.
​Change is on the horizon.
And the way forward together is not yet clear.
​The organizational culture needs to evolve.
Towards greater belonging and agency.
Collaboration becomes difficult.
Tensions or conflicts take up more and more space.
What participants experienced
“It changes something in us, and we are no longer the same.”
“With every session of the Unlearning Space, I enjoyed going to the university more.”
​“I feel that I belong, that I can contribute, and that I am allowed to be who I am.”
​“I notice discriminatory situations, or situations where someone has to make a real effort to belong, more often – and that gives me the opportunity to act in the first place.”
It is our deepest
desire to be seen
about me
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?
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Insights into my work
Selected organizations and institutions
