Personnel Development
Moderation
Do you need to bring a group to one or more outcomes? Or ...
Focused Support
Moderation
Do you want to take part in discussions during sessions and have your experience valued in an organizational development process? Do you want to be sure that a meeting works consistently toward results? Does it wear you out to act in two roles during sessions at once? And do you want the process and procedure to be in good hands at the same time?
So that you can focus entirely on the content, we keep an eye on the whole picture for you. We help you clarify goals and mandate – and support you and your team throughout the process. Goal-oriented, process-oriented, drawing on experience in psychological dynamics, diversity management, and mediation.
Occasions
Sometimes external facilitation is advisable. Here are examples of situations where we hold the structure and the goal, so that you are free to help shape the content.
Advanced training
Developing your employees' facilitation skills can help with many everyday situations. Our training courses – to confidently lead meetings, minutes, or committees yourselves – strengthen your colleagues and their teams.
Occasions
Classic Facilitation Situations
Conflict Management / Mediation
Are employees reporting stress from conflict? Are teams or organizational units working against each other – and you want to minimize friction losses?
Whether before, during, or after the conflict: in a protected setting, those involved jointly develop viable solutions. We support you systemically toward sustainable outcomes – and clear away obstacles in the system that would otherwise require lengthy organizational processes.
Concrete examples
Conflict facilitation,
Mediation and Diversity Mediation,
Clarifying codes of conduct for conflict prevention or for the aftermath of a conflict,
Support for developing and introducing, including accompanying seminars on,
• Error and complaint
management,
• Conflict management
• Diversity management
Training of conflict managers or mediators,
Individual transactional analysis continuing education,
In-house seminars on labor law
…
Collaboration and a Culture of Learning from Mistakes
Does your team need to reinvent itself, make better use of diversity, or secure knowledge? In a confidential setting, we support you with both the substantive issues and the management of group dynamics.
Our experience for you
We put our experience at your disposal on topics such as:
- Clarification of work cuttings,
- Role-oriented and functional design of the structures,/span>
- Expectation management,
- Commitment, responsibility and protection,
- Hierarchy and power.
Transformation management
Is the old organizational structure no longer producing new results? Do you want to initiate change and actively involve employees – with lived agility and diversity?
Whether mergers, flatter hierarchies, or agile structures: a new structure alone is not enough – those affected need to go through the change themselves. We support you in developing and implementing the transformation.
Support for you
We support you with the following methods, for example:
- Setting up a process architecture
- Retreat moderation for strategy development
- Moderation of company meetings
- Moderation of steering groups or steering committees
- Moderation of work phases in learning and experimentation rooms
- Workshops for managers
- Conflict moderation
- Introductory workshops
We have built up our expertise at universities in the development processes of administrative departments and the restructuring of the overall organization as well as in a 1.5-year regionalization process of three parishes.
Strategy development
Is our mission still viable? Are the goals coherent? Where is the development heading? What can remain and what do we want or need to change? How?
We support you in your strategic orientation and planning by striking a balance between goal orientation and process orientation. Through a structured approach in a secure framework, you look (again) at the macro level of your business and develop images that integrate goal and path.
Concrete examples
The joint design of information flows in existing teams.
Communication and meeting structure, agile formats, appropriate content.
Methods of agile work organization Backlog, retrospective, review.
record keeping or other forms of information storage.
Workflows for the right prioritization, the right time and the right place.
Guidance for succession situations when employees change jobs or when new committees are elected.
Training Courses
Facilitation Skills
Learning to Facilitate
Team meeting, and nobody wants to go?
Do the important points only come to light after the meeting?
Are the ones who always talk the only ones who get heard?
The intaqt Facilitation Training can turn frustrating into fruitful.
Procedure
- You get to know the phases of initiation, planning, and implementation.
- You develop an understanding of your information flows.
- You define your role as meeting chair.
- You practice organizing clear agreements.
- You get to know facilitation methods and how to apply them.
- You recognize dynamics in meetings and respond appropriately.
Minute-Taking
Team meeting, and everyone avoids it?
Are your minutes unclear?
Are you responsible for the minutes and
want to be sure they are not just good, but correct?
The intaqt Minute-Taking Seminar helps.
Procedure
- You clarify the function of minutes.
- You think through and practice different types of minutes.
- You find your appropriate language and technique.
- You recognize the roles of minute-takers as filter and co-facilitator.
- You learn methods for securing agreements and work assignments.
- You transfer this knowledge to your everyday work and committee life
Leading Committees
Secret knowledge in working groups?
The worst agenda item in the committee is
"Reports from the committees"?
Does your employer keep you busy with committees?
Do you always sit together, and nothing comes of it?
This seminar helps in this situation:
Procedure
- You get to know the phases of initiation, planning, and implementation.
- You develop an understanding of information flows.
- You define your role as meeting chair.
- You practice organizing clear agreements.
- You learn to lead meetings.
- You recognize dynamics in meetings and respond appropriately.
WHO WE ARE
Facilitators Team
Katharina Stahlenbrecher
Coaching, Supervision, Facilitation, Diversity Mediation, Organizational Development
Jule Endruweit
Coaching, Supervision, Facilitation, Diversity Mediation, Organizational Development
Thomas Wehrs
Coaching, Supervision
Christine Ehlers
Coaching, Supervision, Facilitation, Diversity Mediation, Organizational Development
FAQ
Frequently asked questions
Short answers to questions about facilitation.
What can facilitation do for you?
Facilitation can create space for you, so that you can focus entirely on the content – keeping the goal in sight the whole time.
Facilitation can open up new paths:
- By applying creative methods.
- By confronting your system with outside perspectives.
For which situations is facilitation useful?
Strategy Retreats
So that they are a win both in content and personally, motivating everyone for the year ahead.
Assemblies
So that they last as long as necessary and as short as possible.
Congresses, Conferences, and Meetings
So that the experts are shown in the right light and participants feel invited to join the discussion.
Team Meetings
So that it's not the loudest idea that prevails, but the most sensible one.
Planning Sessions
So that concrete action plans are developed.
Creative Phases
So that they lead to exceptional ideas.
Processes of Change and Development
So that the threads of complexity are held together.
Diversity Processes and Modules
- When the energy has gone out of established working relationships or tension is in the air – so that the differences among the group's members can be used as an advantage.
- When you want to add new people to your team – so that you can formulate your search and hiring criteria appropriately and shed light on blind spots.
- When the diversity of your customer base should also be reflected in your workforce – so that you can do justice to your customer base and expand it.
- When you want to individually make effective use of your inner diversity for your position.
Why do you facilitate in pairs?
It has proven sustainable for process support to make the systemic perspective visible. This allows us to consistently offer you a second level of observation, reflection, and processing. This makes change efficient and sustainable.
What is the sichtbar systemisch® method?
Sichtbar systemisch® means that we make systemic processes visible. How does this work? We either supervise, coach, or consult groups and organizations in pairs. This establishes a second system, a resonance space. We observe its processes and make them available to you. This way, we can quickly get to the bottom of parallel processes and undercurrents together. This gives you all the information you need to make decisions, define responsibility, and address dynamics fairly. Or we also live out this principle in individual formats, by observing the second level within ourselves and making it available to you.
How does a facilitation process work?
In a preliminary discussion, we jointly clarify the goal, duration, participants and stakeholders, as well as the framework conditions of our collaboration. Afterward, you receive a summary of the agreements from us.
On this basis, we design the facilitation structure.
Each event begins with fine-tuning the work goal with those present and ends with an evaluation of the path taken and the goal achieved.
During the session(s), we offer a wide range of methods and a sense for what's happening in the moment. As participants, you shape your reform process, and we support the dynamics and the professional discussion. We create space for thinking and action to incorporate the different perspectives of those involved, foster creativity, and keep the focus on finding solutions.
We summarize the work results for you in a final report.