Articles and books
Mediation verstehen mit Transaktionsanalyse
Allparteilichkeit als missverstandene Einladung zum Coaching
Jule Endruweit und Katharina Stahlenbrecher (2022)
in: Fassbender, I. / Heinrich, B. / Kauka, E. (Hrsg.); Begegnungen. Respekt und Toleranz für ein friedvolles Miteinander, Reader zum 41. Konkress der DGTA; Pabst Science Publishers, Lengerich/Westfalen 2022; S. 62 – 69.
How do I keep myself impartial in mediation? What does “all-party” mean in mediation? This is the question we have asked ourselves as mediators1-team when we suddenly had different impulses to respond in a mediation. We? One of us a mediator and coach with a diversity background, the other an organizational developer and coach with a transactional analysis background. In this article, we address our practical experience on the topic of all-partiality and limits to our depth of intervention, and describe transactional analytic methods that have helped us establish all-partiality or balance ourselves as mediators. 1 The feminine or masculine designation is selected as desired, whereby all genders are included. .
How do I keep myself impartial in mediation? What does “all-party” mean in mediation? This is the question we have asked ourselves as mediators1-team when we suddenly had different impulses to respond in a mediation. We? One of us a mediator and coach with a diversity background, the other an organizational developer and coach with a transactional analysis background.
In this article, we address our practical experience on the topic of all-partiality and limits to our depth of intervention, and describe transactional analytic methods that have helped us establish all-partiality or balance ourselves as mediators.
1 The feminine or masculine designation is selected as desired, whereby all genders are included.
Ethische Dilemma-Situationen im Coaching
Arbeiten mit der Ethik-Matrix der EATA
Jule Endruweit (2022)
in: Endruweit J. / Marx G. (Hrsg.); Wirtschaftsethik, soziale Verantwortung, zukunftsfähiges Wirtschaften – Ein transaktionsanalytischer Baukasten zur ethischen Orientierung für Organisationen; BeltzJuventa, Weinheim/Basel 2022; S. 37 – 48.
Wirtschaftsethik, soziale Verantwortung, zukunftsfähiges Wirtschaften
Ein transaktionsanalytischer Baukasten zur ethischen Orientierung für Organisationen
Hrsg. Jule Endruweit / Grit Marx (2022)
BeltzJuventa, Weinheim/Basel 2022>
Phasen der Mediation und TA
Jule Endruweit, Katharina Stahlenbrecher (2021)
DGTA e.V. (Hrsg.); Macht. Rahmen. Sinn.;
40. Kongress der DGTA; Weinheim 2021; S. 24 – 33.
To do this, we first describe the model of time structuring and then take you through the mediation phases using an example. We show their effect on the participants and their development. We also reflect on this effect with concepts from transactional analysis. This allows for a deeper understanding of how mediation processes work and how they work.
A way to manage diversity for social sustainability
Christine Ehlers, Katharina Stahlenbrecher (2020)
This paper had been accepted at the EDI – Conference, stream 1, originally scheduled June 2020.
Die kleinen Unterschiede.
Transaktionsanalyse in Diversity-Mediationen
Jule Endruweit, Katharina Stahlenbrecher (2020)
Deutschschweizer Gesellschaft für Transaktionsanalyse, Artikel März 2020
The Power of Potency
Der Gebrauch von Macht und Einfluss in der Beratung von Organisationen
Jule Endruweit, Guglielmo Menon (2019)
In Sammelband: Halt und Haltung – Reader zum 39. Fachkongress der DGTA, Claudia Scheurenbrand (Hrsg.)
In the second part, we highlight the use of power in consulting organizations in relation to the concepts of power presented earlier.
The theme of power as a phenomenon in the interaction of people challenges us to reflect on our attitude toward power in organizations and in organizational consulting.
As organizational consultants we are first of all diagnostically confronted with power. We counsel people in social structures where power is exercised. For this purpose, we conclude contracts with authorized persons or representatives of the organization. It is therefore important to find out where authority is anchored in the organization, i.e. where power is located. It is also helpful to determine how this power is exercised. For analysis, we describe different concepts of power from transactional analytic discourse.
On the other hand, we work as consultants for people and organizations in the hope that our actions in connection with our mission will bring about an agreed change. Our actions have an impact by exerting a positive influence. We analyze what the different concepts of power mean for counseling in Part Two. We describe the possibilities as power-use and the limits as power-abuse.
TA meets Diversity - Crossover in Everyday Counseling
Wie kann fruchtbare Zusammenarbeit trotz oder gar wegen der unterschiedlichen Hintergründe gelingen?
Jule Endruweit, Katharina Stahlenbrecher (2018)
In Sammelband: Eric Berne trifft Sigmund Freud – Transaktionsanalyse in Bewegung. Reader zum 38. Kongress der Deutschen Gesellschaft für Transaktionsanalyse, Sejkora, Klaus (Hrsg.) Lengerich 2018; S. 61 – 68
Visibly systemic for us means a CrossOver and means that our models, tools, approaches enter into dialogue, evolve, are refined, renewed.
Diversity und vermeintliche Homogenität in der Mediation
Katharina Stahlenbrecher (2018)
In: Jahrbuch Mediation. Essays 2018 – Harte Zahlen, weicher Kern, 2018, S. 89 – 100
Verlieren wir im digitalen Rausch unsere Lebensfreude, Emotionalität und Beziehungsfähigkeit?
Thomas Wehrs (2018)
Eigenverlag Berlin, 1. Auflage 2018 – Hier Bestellen
At a pace that seems to be overtaking itself, we experience the effects of digital and technological overkill with fascination and at the same time shivering. The author makes an ambitious attempt to understand the metaphysical between the digital and the material world. His call to maintain a healthy balance between parallel world and reality, where the real choices and consequences await us, affects each of us. Experienced in professional change in relationships and organizations, Thomas Wehrs raises questions that pave the way for this claim. “How far do you want to go with the digital temptations? What’s good for you? Where might things get hot?”
This is not a non-fiction book in the true sense of the word, even though it combines facts, expertise, experience, reflection, cultural-historical retrospection and futuristic outlooks with a zestful impetus and presents them in a way that is easy to read. A touching frame story is integrated with a wink of the eye. Perhaps you recognize yourself in the model family “Bruno Backes”, in a transcendental experience between being and appearance?
Be human and stay human!
Kartons im Kopf
Mit TA gegen den Homogenisierungsdruck zu einer höheren Diversitätsreife und Autonomie
Jule Endruweit, Katharina Stahlenbrecher (2016)
In Sammelband: Tore und Brücken zur Welt. Willkommen in bewegten Zeiten. – Reader zum 37. Kongress der DGTA, Hanne Raeck & Luise Lohkamp (Hrsg.), Lengerich 2016; S. 80 – 94
In doing so, we expand the OC concept to include a cultural component and levels of diversity maturity. We describe the practical procedure in the dehomogenization steps.
We, Jule Endruweit and Katharina Stahlenbrecher, work together in intaqt, accompany organizations in their development and train teachers in different educational institutions: in kindergartens, in schools, in universities and in educational institutions. The social change of a post-migrant society is reflected in the target groups of our participants and leads to the requirement to deal with diversity. We noticed in this work that our participants more often have a non-OC attitude towards strangers, but they think they are in OC/OOC. We considered how to describe situations and what concepts would help us confront the OC/not OC of our participants and give them ideas to develop an OC/OC attitude. The results of our considerations are, on the one hand, an expansion of the OC concept to include the cultural level and, on the other hand, the de-homogenization stages that are a path to OC/OK thinking for the work with individuals.
Coaching für Frauen in der Wissenschaft
Jule Endruweit (2013)
In Zeitschrift: Humboldt Chancengleich, 5. Jg. Dez. 2013, S. 22
Why Leadership Training and Coaching for Women Professors? This paper explains the relationship between leadership culture, science, and gender.
Angola und Mosambik:
Endloser Krieg vs. Erfolg versprechende Friedenskonsolidierung
Jule Endruweit (2003)
In Sammelband: Den Frieden gewinnen. Zur Konsolidierung von Friedensprozessen in Nachkriegsgesellschaften. – Mir A. Ferdowsi/Volker Matthies (Hg.), Dietz Verlag Bonn 2003; S. 238 – 270
The conclusion describes conclusions for successful peacebuilding:
1. the connection between donor dependence and the war economy – if civil war parties can autonomously supply themselves with weapons, external influence is limited.
2. peace dividend – if war is more lucrative than peace for the warring parties, there is little incentive for a peace process.
3. survival in peacetime – a civilian perspective is needed for the warring parties.
4. ability to compromise and willingness to engage in dialogue – the personalities of the leading figures have a strong influence on whether the parties engage in talks.
5. consolidation through broad participation – living democracy only emerges with the involvement of civil society and in the practice of civil conflict resolution.
6. strong UN peacekeeping forces – and a supreme body chaired by the UN to resolve conflicts between the parties. “The UN cannot decree peace, but it can give the country an opportunity for peace that can be seized by those involved.”
Chancen für UN-Peacekeeping und –building
Angola und Mosambik im Vergleich
Jule Endruweit 2003
In Sammelband: Europa – Macht – Frieden? Zur Politik der “Zivilmacht Europa”. – Peter Schlotter (Hrsg.), Baden-Baden 2003; S.
Using Mozambique and Angola as examples, the conditions for the success of peacekeeping operations will be elaborated. If the assumption is confirmed that certain conditions have led to success, these conditions are understood as opportunities for future PKOs. That is, external conflict management has a chance if it has already been successful under similar circumstances. So, in order to determine the opportunities, “success” must first be defined. Success is derived from the question of what a PKO should achieve. The criteria for this are derived in the first part.
Angola and Mozambique, as examples from the heyday of UN involvement in Africa, are intended to show the extent to which opportunities exist for the UN to help influence transformation processes toward peace and what role it can play. Both mandates are chronologically related in that the ONUMOZ mission was established in Mozambique during the failure of UNAVEM II. UNAVEM III was able to build on the experience in Mozambique. A comparison is therefore obvious.
The study draws on UN documents such as the Lessons Learned Unit publications and the Brahimi Report, as well as existing literature on the case studies, particularly Human Rights Watch publications. The selection of aspects included in the analysis is also based on the source situation.
The UN has opportunities for success in peacekeeping and peacebuilding. Once a peace agreement has been reached between the parties to the conflict, the field opens up for the UN to play an important role: enforcing the peace agreement. Two key elements have been shown to play a central role: political leadership during the implementation phase by the UN to control the process, and demobilization and destruction of weapons to curtail the parties’ ability to return to violent conflict. To accomplish these tasks, the SRSG’s placement capabilities must be good and the equipment must be adequately sized. In order to strengthen the civilian element over the military element, human rights monitoring must be given great weight. The UN is thus a suitable instrument for enforcing peace treaties.
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