About Us

Consulting from Berlin. For Organizations, Teams & People.

Advisors you can talk to.
Grounded in systems theory.

For the right blend of personal connection and professional know-how.

We are consultants based in the beautiful city of Berlin. Under our roof we bring together consultants with a special perspective on organizations: We view organizations as social systems that depend on communication and decision. The underlying theoretical framework enables a complex and productive view on topics like change, structures, processes and leadership. We are supported by a dedicated team and a diverse professional network.

For our clients, we create professional and organisational development with a personal touch. With us, you will acquire and deepen the competence to understand organisational challenges in a differentiated way and to shape change processes accordingly.

To this end, we offer theoretically grounded perspectives on organisations and apply proven methods and approaches for systemically supported change. We are open to your individual needs and are happy to develop creative interventions and solution approaches with you.

The aim of our work is to enable you to deal appropriately with the complexity of your relevant environment and with the tensions between differing goals and values. The basis for this is communication that can hold tensions, does not exclude, and fosters the development of resilient relationships. In this way, our wide-ranging knowledge of organisations can have a targeted impact for you.

We

Marion Schenk

Organisational, strategy
& management consulting

Jan Kasiske

Organisational consulting
& large-group facilitation

Nahide Pooya

Organisational consulting
& leadership development

Hartmut Epple

Organisational consulting
& leadership development

Sebastian Jasper

Organisational and process consulting as well as leadership development

Karsten Pietron-Kattmann

Organisational development, change management & leadership development

Ines Avenarius

Strategy, organisational
& project consulting

Barbara Hoyer

Organisational consulting, leadership
& team development

Moritz Avenarius

Innovation consulting
& design thinking

Janna Gockel

Organisational consulting
& leadership development

Cornelia Schneider

Group dynamics, coaching
& diversity education

Myriam Rubert

Executive coaching
& organisational development

Ruth Slomski

Organisational consulting
& facilitation

Sybille Wiedmann

Anti-discrimination training
& inclusive leadership

Jennifer Hansen

Organisational & process consulting,
strategy development

Anette Frisch

Leadership development
& agile learning

Stefan Klaussner

Process consulting
& business facilitation

Pascale Meyer

Organisational development
& intercultural work

Vincent Bonk

Large-group facilitation,
research & data analysis

Approach and mindset

How do we work? What sets our consulting apart from other consultancies? Below, we would like to answer some questions about our services.

What is systemic organisational consulting?

Our organisational consulting is based on the assumption that organisations are complex entities that we call systems. Within any system, various elements can be identified, e.g. teams, departments, leaders, staff, functions, roles, etc. These elements are interconnected and influence one another, so that changes in one area lead to changes in others. When planning and implementing change, these diverse interdependencies must be taken into account. This demanding approach enables us to understand the interdependencies between different parts of an organisation and to recognise the patterns, structures and dynamics behind problems. We do not present ourselves as experts who prescribe solutions. Instead, we see ourselves as process facilitators and promote self-reflection and the active involvement of different parts of the organisation. We help develop new and helpful perspectives, mobilise resources and work together to develop solutions. We place a strong focus on communication and dialogue. By building an open and trusting communication culture within the organisation, problems and challenges can be identified and addressed.

Can systemic organisational consulting help with my organisation’s challenges?

Each engagement is developed in coordination with the organisation’s specific needs and challenges. Whether our consulting can benefit your organisation can be assessed, among other things, using the following criteria.

Dynamics and change: Your organisation is confronted with rapid changes in its environment or has difficulty adapting to internal changes
Complexity of the issues: Your organisation faces challenges characterised by internal structures, communication processes or relationships between members and that involve a high degree of complexity
Communication and interaction issues: Your organisation suffers from communication problems, such as insufficient information sharing, unclear communication channels or undefined interfaces
Systemic blockages: Your organisation repeatedly encounters blockages or resistance that limit performance
Focus on self-reflection and learning: Your own structures, processes and communication patterns are to be critically examined and further developed.

What does a systemic organisational consulting process look like?

The exact course of an organisational consulting process cannot be predicted. In general, however, it follows a multi-stage, iterative process.

Clarifying the assignment: In an initial conversation, the organisation’s goals, expectations and issues are discussed. Together with you, we clarify the assignment and create clarity about the scope and objectives of the consulting. On your side, the selection of the people involved in the conversation is relevant. This selection also depends on your concern. If you have any questions, please feel free to contact us in advance.
Diagnosis: We continue the organisational diagnosis begun during the assignment clarification. Information is gathered, for example through conversations with various organisational members, workshops, analysis of documents, etc. The analysis aims to understand the structures, communication patterns, relationships and issues within the organisation and to plan the systemic intervention.
Systemic interventions: Based on the results of the diagnosis, we develop systemic interventions. These can take various forms, such as workshops, team development measures, facilitation of meetings or individual coaching sessions. The focus is on enabling the organisation to recognise and reflect on its internal dynamics and patterns and to initiate productive change.
Implementation and support: The organisation processes the interventions. We support this process and provide feedback to ensure that the changes are sustainable. This step can also be designed through different measures, ranging from facilitating steering committees to further workshops, leadership development, or the creation of concepts or guidelines.
Evaluation and conclusion: At the end of the consulting process, an evaluation is carried out to assess the effectiveness of the interventions and to review the achievement of objectives. Together, we reflect on the experiences and lessons learned from the process.

Which methods and tools are used?

The range of methods, tools and instruments that can be used is broad, and individual techniques are sometimes not identifiable or distinguishable for the organisation during the consulting process. There are both foundational instruments that can be understood more as consultants’ mindsets, as well as specific tools.

Systemic interviews and questionnaires: We conduct interviews with various organisational members to obtain information about their perspectives, experiences and opinions. Questionnaires can also be used to collect data and capture specific topics.
Organisational analysis and diagnosis: Various analysis tools are used to understand structures, communication patterns, relationships and dynamics within the organisation. For example, organisational charts, network analyses or systemic maps may be used.
Workshops and group processes: Workshops and group processes provide space for shared reflection, collaboration and the development of solutions. Various creative and participatory methods may be used, such as brainstorming, World Café, Open Space or Future Search.
Team development and conflict resolution: Methods and interventions for team development are used to improve interaction and collaboration within teams. Conflict resolution approaches can be applied to identify and analyse conflicts and to find constructive solutions.
Moderation and facilitation: The consultant takes on the role of moderator or facilitator to lead meetings, discussions or workshops and to ensure a smooth and effective process. Facilitation techniques are used to include different voices and perspectives and to promote productive communication.
Coaching and individual consulting: Individual coaching and consulting conversations can be part of the process to support individuals within the organisation in reflecting on their personal goals, developing skills and implementing change.
Evaluation and feedback: Methods for evaluation and collecting feedback are used to assess the progress of the consulting process, review the effectiveness of interventions and make adjustments.

It is important to note that the selection of methods, tools and instruments depends on the specific situation, your organisation’s goals and the needs of organisational members. We will adapt the methods accordingly to achieve the best results.