intaqt
Portfolio for Organisations
“With the sichtbar systemisch® method, we improved our collaboration effectively and sustainably in a very short time.”
People Development
Against friction losses in your organisation
Mediation
... so that conflicts are addressed concretely and constructively on the spot, contributing to sustained health.
Coaching & Supervision
In coaching or supervision you will find time, space, confidentiality and the support to reflect on your situation from the level above the problem.
Training for effective leadership
…so good colleagues become good managers! Our training program for people with personnel responsibility and those who want to take it on.
Moderation
... so you can focus fully on the content, we keep the goal in view.
Do you have a specific request?
People Development is close to your heart, and your focus is on day-to-day operations? You have a strong concept for a sustainable company perspective and would like to implement it in the organisation?
Use our services virtually as an external People Development department, because
- Perspective through People Development is more cost-effective than sick days and staff turnover.
- People in middle-management roles are generally ready to leave. Build cohesion that makes them stay.
- Building and transferring knowledge is resource-intensive—retain experiential knowledge within the company.
- Break the contradiction between work and life. Create quality time at the workplace—for yourself as well.
Consulting Topics
Concerns we work on with you
Conflict Management
Employees report stress from conflict? Teams or organisational units work against each other—and you want to minimise friction losses?
Whether before, during or after a conflict: in a protected setting, those involved develop viable paths together. We support you systemically towards sustainable solutions—and remove stumbling blocks in the system that would otherwise require lengthy organisational processes.
Concrete examples
Conflict facilitation,
Mediation and Diversity Mediation,
Clarifying ways of working together to prevent conflict or for the situation after a conflict,
Supporting development and implementation, including accompanying seminars, of
• Error and complaints
management,
• Conflict management
• Diversity management
Training conflict managers or mediators,
Individual transactional analysis training,
In-house seminars on work law
…
Resilience and stress management
Would you like to reduce absence rates and strengthen resilience? We support you in focusing on your employees’ health and creating health-conscious structures in the workplace.
Our offers for you
For example:
- Building and strategy for complaints and conflict management or diversity management
- Seminars on self-management, burnout, time management, resilience, conflict, stress
- Individual coaching
- Group coaching or supervision
Through our many years of collaboration with the Occupational Health Service of TÜV Rheinland GmbH and Gesundheit Berlin/Brandenburg e.V., we have continuously expanded our expertise. We are also accredited in the MAB expert pool at the Berlin Senate for implementing the results of employee surveys on occupational health and safety.
Communication and error culture
Would you like to shape change through clear communication and actively involve employees? A new leadership culture, more agility and diversity—and transformation that is truly lived?
Whether corporate communications, meetings that get to the point, or individual needs: we have the right tailored offer for you.
Concrete examples
Further development of your company's internal communication structure
Support with the introduction of agile working methods
In-house 101 course in transactional analysis
Training: Consequential leadership, moderation of meetings, presentation and communication in the spotlight, conducting negotiations, repartee can be learned, conducting consultations.
Further training in transactional analysis or conflict management and mediation.
With our many years of experience in organizational consulting, moderating and supporting people and processes and our expertise in transactional analysis, diversity management and mediation, we support you with a wide range of suitable services.
Collaboration and a Culture of Learning from Mistakes
Should your team reinvent itself, leverage diversity, or secure knowledge? In a confidential setting, we support you with factual topics and managing 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 organisational structure no longer delivering new results? Would you like to initiate change and actively involve employees—with agility and diversity that are truly lived?
Whether mergers, flatter hierarchies or agile structures: a new structure alone is not enough—the people affected must be able to follow the change. 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.
Succession and knowledge management
Would you like to sustainably secure company knowledge and better manage generational change and knowledge transfer?
When structures and employees’ capabilities are developed systematically, the right knowledge is available in the right places at the right time. We support you with this—including intergenerational dialogue and organisational knowledge transfer.
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.
WHO WE ARE
Trainer Team
Katharina Stahlenbrecher
Coaching, Supervision, Facilitation, Diversity Mediation, Organisational Development
Jule Endruweit
Coaching, Supervision, Facilitation, Diversity Mediation, Organisational Development
Thomas Wehrs
Coaching, Supervision
Christine Ehlers
Coaching, Supervision, Facilitation, Diversity Mediation, Organisational Development
Susanne Gillmann
Coaching, Supervision
Ammo Recla
Coaching, Supervision, Facilitation
Madina Zulfanar
Coaching, Supervision, Diversity Mediation
FAQ
Frequently asked questions
Short answers to questions about People Development with intaqt.
Can I do People Development myself as a managing director?
Every day, you move your organisation forward and make strategic decisions that affect your people. But when it comes to translating your vision and goals into day-to-day work and providing focused, accompanying development for employees, it makes sense to draw on an external perspective, capacity and time.
Which leadership level are the services suitable for?
The services are suitable for all levels. “The fish rots from the head,” as the saying goes. That is why we ensure that decision-makers genuinely want the interventions and bear the consequences of change—this is how we safeguard the quality of our services and, above all, your results.
What distinguishes executive coaching from regular coaching?
C-level leaders take maximum responsibility for the organisation with maximum decision-making freedom. Executive coaching provides the space to deal with these particular challenges.
What is the difference between supervision and coaching?
In general, the terms coaching and supervision are used in different contexts for similar formats. We encounter the term coaching primarily in business and service organisations, and supervision more in the social sector. We distinguish as follows:
Supervision supports people who work with people. It helps individuals and teams act in a client-appropriate and person-centred way.
Coaching focuses on the individual development of the coachee in their respective context, e.g., in a family or professional context.
What do I need to do if I dismiss employees?
Act in compliance with the law and with kindness—clear in your role and contractually sound. If necessary, seek legal advice and/or support through coaching.
Prepare for the dismissal to trigger emotions among those who remain as well. Address this, or seek external support in the form of team coaching or support for a transformation process.
Afterwards: Review your QM system to see whether it maps dismissal as a process.
How do I conduct exit interviews?
Act in compliance with the law and with kindness—clear in your role and contractually sound, and within the framework of your QM. If necessary, seek coaching support for preparation.
Invite the person to a confidential conversation. Be clear about the right timing and the goal of the conversation. Handle the other person’s feelings appropriately while remaining clear.
Prepare for the separation to trigger emotions among those who remain as well. Address this.