Expression of values in interpersonal interaction within systems: such as corporate culture, team culture, family culture, community culture.
Working on organizational culture is of vital significance to us, as it creates the supportive or obstructive framework for the success of cooperation.
The design of participative counselling and decision-making processes by activating the potential of group intelligence. Facilitators bear responsibility for the way and the achievement of the goals of such processes.
For us, systemic facilitation is fundamentally responsible for awareness, order and belonging during a participation process. We also act as facilitators in the context of development processes.
Appreciating uniqueness, perceiving people in their entirety, recognising their complementary roles in systems, feeling the effects on the whole – focusing on establishing a successful "we".
Holistic thinking, in the form of systemic consciousness, is the basis of our work so that changes towards open systems may succeed. Our focus though is on conscious responsibility, which is only possible by Multi-level thinking.
Highest complexity of systemic consciousness, where each system belongs to a superordinate system that enables meaningfulness and identity through a functional mandate - the so-called mission.
We work at on this level because it enables positive effects on superordinate systems - ultimately on society - and allows communities to develop in a meaningful way.
Is the first level of systemic consciousness that allows co-operation on an equal footing. Even though there is no community between the elements, trust-based transactions are possible.
Network thinking is important for our work when it comes to cooperation between different functions within a system. Processes and organizational culture are practiced at this level.
A community that consciously aligns itself with the needs of a superordinate system and is characterised by indispensable multi-layered subsystems that take on responsibility for the well-being of the entire system.
Our understanding of open systems stems from the Open System Model described by Kambiz Poostchi. In our vision of the future, people work in communities to consciously assume responsibilities for superordinate units.
Utilizing the inherent possibilities for further development, strengthening, growth, achievement, impact and success along the logical levels of Robert Dilts.
We consider every person and every system to be full of potential and support its recognition, development and realization.
The art of holistic-integrative thinking and action - taking into account complex relations and contexts - within a framework of a variety of interpersonal connections and processes.
All our services aim towards a systemic development of people and organizations and are therefore "systemic". To avoid repetition, it is not written on every label, but we are implementing systemics.
Decision-making foundation for how we act in interpersonal dynamics: from cluster thinking (non-systemic) to network thinking (co-operation), to holistic thinking (community) to multi-level thinking (open system).
One of our missions is to encourage systemic consciousness towards open systems. In our future, people shape the development of their realities and of our society through this sense of responsibility.
Enabling system members to initiate and implement change from within. Consultancy provides impulses, shares assessments, clarifies interrelationships and creates a framework for joint development processes.
Our focus: systemic diagnosis, system vision statement, organizational constellation, structuring, description of functions, corporate culture, process modeling, participation projects, salary matrix and profit sharing model.
Is a reference system for the orientation and evolution of a system or a person towards the meaning and purpose of their own existence. A conscious and clear definition provides the entire system with energy.
We develop systemic mission statements with clients, as they can be compared to a compass that provides guidance for changes and decisions.
Shared leadership responsibility. In contrast to working groups, tasks are not simply allocated, but complementary team members form a community of responsibility and allow for integrative learning and high performance.
We see systemic teams as essential components of future-proof structures. We guide our clients to recognize and realize team potentials at the right places: starting from organizational development all the way to team coaching.