Training
Further develop competencies and skills
One foot in practice, the other in teaching.
Coaches are people, not know-it-alls.
Leadership training
Situational approach.
Individual Development Goals.
We come from practical experience.
We provide practice.
Almost all WANDELPLAN trainers have their own leadership and management experience. This enables them to optimally support the participants in solving their practical cases.
Typical elements in our trainings
- Input from models
which the participants can apply in their daily work life - Personal development goal
of the participants - Practical exercises
based on the participants' own cases - Demonstrations by trainer
e.g. coaching question techniques in conversation - Exercises with feedback
by the participants and impulses from the trainer
Reflections
in small groups and tandems
Video feedback
Before and after effect
Tandem coaching
e.g. on implementation projects
Blended learning elements
in the form of videos, audios, articles on the topic, contributions from other participants, etc.
Choose from our training offer
Self-management/ -leadership
- Awareness of strengths and weaknesses
- Dealing with stress and pressure
- Self-care
- Personality development
- Being a role model for others
Team leadership
- Team development phases
- Group dynamics
- Common Ground Team Model
- Dealing with "difficult" employees
- From colleague to superior
Organizational design
- Organizational Development
- Cultural Development
- Think & act strategically
- Be an ambassador for the company
- Actively initiate change
Emotion Management
- Recognize and understand emotions
- Ease in dealing with emotions in myself and others
- Using emotions to get into action
- Backpack model
Communication and conflict management
- Solution-oriented conversation
- Conduct employee appraisals
- Coaching competencies for managers
- Appearance and presence
- Feed-forward (instead of feedback)
- Successful conflict management
Change Management
- Change Management
- Dynamics of change
- Use resistance sensibly
- Model House of Change
- Change talk/ Communication in change
Mindfulness based leadership
- Mindfulness in leadership
- Mindfulness @ business
- Implementation in everyday business
- Self-regulation
- Presence
Personality development
- Strengths and limiting patterns
- Driver Dynamics
- Personality diagnostics (GPOP etc.)
- Become who you are
- Importance of life story
Healthy leadership
- Strengthen resilience
- Duty of care and self-care
- Mental illness in the workplace
- Dealing with diseases
- Absenteeism Management
- Health management, BEM
Virtual leading and working
- Leading at a distance
- Being effective via the screen
- Virtual Tools & Visualization
- Online Facilitation/ Moderation
- Creating closeness in the virtual
- Successful leadership in the digital working world
Leadership 4.0 and agile working
- Successful leadership in the agile working world
- Introduce Agile ways of working in the team
- Where does agile working make sense?
- Agile attitude
- VUCA and the challenges
Intercultural competence
- Working in intercultural teams
- Use diversity
- Understanding cultural values and attitudes
- Cooperation in international teams
- Build mutual trust
Inquiries
Development programs
Leadership skills for the future
With a multi-module development program over an extended period of time, you can achieve:
- A sustainable
behavioral change
among managers through the possibility of implementation between the modules - Leadership knots:
Dissolve knots in individuals that can only burst in the dynamic with a group with simultaneous deep trust, but not in individual coaching - Common language:
Develop a common language among managers on leadership topics and thus create a more coherent image of the leadership culture - A more uniform
understanding of leadership
create - Culture:
Strengthen among the group of leaders. Open up and connect, deal positively with mistakes, and get collegial help when things get tough.
Implementation success in everyday management
Special features of our Leadership Development Programs
Personal development goals
of the participants for the program and for the modules
Involvement of superiors
from the beginning- Theory is outsourced as much as possible, and the
attendance time for practice
used for practice
Transfer tasks
between the modules- Work on real
business cases
of the participants
Coaching vouchers
per participant for coaching by WANDELPLAN trainers
Collegial shadowing
at the workplace between the modules
Collegial coaching tandems
(or peer groups) to support the implementation after the modules in everyday life
- Mindfulness based leadership: Mindfulness in leadership - practical in everyday life with teams (e.g., introduce stop signals when we are going in circles). More awareness in dealing with myself and others - not just breathing more consciously or meditating.
Digital Leadership:
Collegial online coaching via videoconferencing between 2 modules for urgent practice case discussions, e.g., when I need collegial advice for a difficult staff meeting the next day.
Blended learning elements
with so-called "blinks"´such as videos, audios, lectures, exciting articles, participant chats and comments etc.
Sustainability:
Feedback from supervisor on positive changes experienced in day-to-day leadership related to development goals during the program.
What to look for in the planning!
Inquiries
Are you interested in a training or development program?
Then simply write us here in our contact form or by email your request and we will get back to you promptly. Or you can call us directly at 06023-9189494, between 09-15.
And further?
We schedule a phone appointment and ask questions for clarification of goals. The telephone call can be made to the supervisor, a team member or the responsible HR manager.
We will then provide you with a non-binding offer with information on the time frame, trainer profiles and costs for the training. We will also be happy to advise you on which measure is most effective for your concern.
You are also welcome to meet the trainer in advance to see if the “chemistry” is right – by phone, video call or even in person (depending on the distance).
And then you can take your time and sift through everything at your leisure. Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.
Large Group Conferences
High energy level
Experience and result-oriented
Ideas, solutions - and the desire to implement them
At conferences, the most important conversations often take place during coffee breaks. Everyone knows this. Here we can talk in a relaxed and light-hearted manner and exchange creative ideas with an ease that many would also wish for their own company. It is the power of self-organization that is at work here and is used in the Open Space and World Café methods.
Our methods for large groups
World Café
Pure coffee house atmosphere. Several important questions. Several passes per question with always new constellations of people. More depth in editing. Tablecloths on clotheslines. Brainstorming, networking, concretizing.
Open Space
The question is big and burning. The agenda is initially empty and is filled by the employees. Maximum self-organization. Butterflies and bumblebees. Through the tapestry of ideas from many, a solution magically emerges that a single person would not have come up with. The conversion is secured on the same day.
BarCamp
Classic conferences with frontal lectures are often no longer up to date. Today's participants want to be able to actively participate - similar to what they do in social media. Everyone brings a hashtag/ contribution as a "gift". The Internet and social media are always with us.
Appreciative Inquiry (AI)
AI focuses on the positive, the strengths, the potential of an organization as well as the people in it and does not focus on the negative points. In tandems of two, employees of the company first interview each other about what they are proud of and what is going well.
Request for large group conferences
Are you interested in a large group format? Then simply write us here in our contact form or by email your request, and we will get back to you promptly. Or you can call us directly at +49 (0)6023-9189494. The best time to reach us is between 9 am – 3 pm.
In a telephone conversation, we ask initial questions to clarify the goal of the large group conference. The telephone call can be made, for example, to the supervisor or the responsible HR manager.
Afterwards, we will provide you with a non-binding offer with information on time frame, moderator profiles, and costs. We will also be happy to advise you on which measure is most effective for your concern.
You are also welcome to meet the moderator in advance to see if the “chemistry” is right – by phone, video call, or even in person (depending on the distance).
Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.
Virtual work
Online coaching
Our WANDELPLAN coaches are trained in online coaching and are happy to offer coaching sessions virtually. For this purpose, we usually use MS Teams or the video conferencing tool available in your company (Webex, Lync, Skype for Business, ZOOM, etc.). Experience has shown that online coaching can also be used for more in-depth and practical work. Depending on the online tool/platform we can also work with images there, with body or emotions, with constellation work, etc.
Virtual trainings
Training can also be 100% virtual. Either with a group that has already had classroom training together and knows each other. During the Corona period, we had extremely positive experiences with completely new groups that did not know each other beforehand and yet were able to open up a lot in the virtual trainings.
Group work can easily be done via so-called breakout rooms. Experience has shown that the groups can even achieve the results in less time than in some cases in classroom training, because the teams then start directly and often approach the tasks with more focus.
One success factor that has emerged, especially in the case of longer training sessions lasting 4 to 8 hours, is that more shorter breaks are needed (a short break every hour or so), more physical exercises in between, lots of mindfulness elements, etc. This helps to ensure that the participants are not exhausted in the evening, but in some cases even invigorated.
We also offer training in online facilitation or the use of online tools in virtual training (e.g. conceptboard as a visualization tool).
Virtual moderation
Do you have an online workshop or conference and want to have it professionally moderated in a virtual context? The WANDELPLAN facilitators will be happy to accompany you so that you can focus on the content in the conference/workshop.
Online tools
We offer training for managers, trainers, and coaches in online tools, which they can then use themselves with their teams or groups. These can be visualization tools such as Conceptboard or other boards. But also your own control as a manager or coach in virtual leadership/work. How do I create depth or closeness in a virtual context? How can I create a high level of presence so that participants stay awake and active?
Participant comments on online formats
Are you interested in our virtual offers?
Would you like to book a virtual facilitation or training or are you looking for an online coach?
Then simply write us here in our contact form or by email your request and we will get back to you promptly. Or you can call us directly at 06023-9189494, between 09-15.
Team development
Complex times need different perspectives
Our offerings offer the opportunity to analyze team-internal strengths and dissolve obstacles.
Teambuilding - How does it work?
Development goals
In our workshops, we want to consider what the future should look like. With the 9 factors for successful cooperation, you can determine your ACTUAL state as a team and jointly develop concrete measures to further strengthen the WE feeling. The point is to show all the skills of the team and to appreciate them:
- What has gone particularly well in recent years, and what is your team particularly proud of?
- Have there been any obstacles or challenges recently, if applicable, and how have you overcome them as a team?
- Are there perhaps any current challenges that you would like to address and solve together?
Based on these strengthened resources, the next step is to see what the future work in the team should look like. What do you want as a team, and how can you best achieve the next milestones and goals?
Our approach
In this team workshop, we take a look at the team and team development together with all participants. We moderate the discussion and incorporate experiential elements that promote team communication. This may involve different focal points, which we will coordinate with you in advance of the team workshop. Examples:
- Obtaining the sensitivities and the wishes for improvement, working out solutions and ideas for the optimization of processes and workflows.
- Creating insight into the different perspectives and strengths of team members, increasing understanding and acceptance.
- Resolving team conflicts.
- Analysis of departmental culture and lived values.
- Alignment with the challenges ahead.
- Create an action and/or development plan.
Common Ground Team Model
9 success factors make team development measurable
A shared view of the team's current reality
An equal level of information
Goals that all stakeholders know, understand, and can identify with
Open and honest communication culture
Clear roles and responsibilities
Common values
We-feeling and common rituals
Mutual appreciation
Commitment/ Obligation
The Common Ground needs care
We are happy to support you in establishing your common ground.
Mediation for conflict resolution
Conflicts are potential for development
Solutions that are brought in by those affected and negotiated directly with one another have a higher quality and sustainability than if they are prescribed from the outside. Mediation, therefore, relies on active cooperation, and creativity in finding solutions, and also promotes a change of perspective.
For whom is mediation an enrichment or a solution?
Inquiries
Request for team development
Are you interested in team development or team conflict resolution/mediation? Then simply write us here in our contact form or by email with your request and we will get back to you promptly. Or you can call us directly at +49 (0)6023-9189494. The best time to reach us is between 9 am – 3 pm.
In a telephone conversation, we ask initial questions to clarify the goal of team development or mediation.
We will then provide you with a non-binding offer with information on the time frame, consultant profiles, and costs for team development or mediation. We will also be happy to advise you on which measure is most effective for your concern.
You are also welcome to meet the consultant in advance to see if the “chemistry” is right – by phone, video call. or even in person (depending on the distance).
And then you can take your time and sift through everything at your leisure. Don’t worry, there are no salespeople calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.
Business Coaching
Our understanding of coaching
How we coach
Appreciating what has gone before
Before a person is even willing to change, it is important to appreciate past behavior. In doing so, we are in the mindset that the person has done their best so far – regardless of whether that was always ideal. If this appreciation is missing, the entire past behavior is questioned. With appreciation, the motivation for change is much higher.
Solution-oriented
In coaching, we focus mainly on the solutions, less on the problems and causes. In the spirit of Albert Einstein, “You can never solve problems with the same way of thinking that created them.” The coachee develops his or her own ideas for solutions, with which ingrained patterns can be interrupted and new actions can be tried out. This is often practiced already in the session with the coach.
Sustainable
Between the individual coaching sessions, there are “transfer tasks” to ensure sustainability. At the end of each coaching session, the coach and coachee agree on what the coachee will specifically try out in his or her daily work. The coachee also gives the coach feedback in between, e.g., on a planned team meeting, what should be improved, or a conflict meeting that has taken place.
Systemic
To understand the coaching issue and the coachee, we also look at the person in the context of the team and the organization with its culture, processes, and structures. The mechanisms of action always play a role as well. In this way, we can precisely delineate which levers lie in the person of the coachee and which in the organization.
100% Practical
Upcoming discussions or information to the team are practically rehearsed during the coaching – with video coaching and the “before and after” effect. This means that the manager carries out the project once, is recorded, receives feedback from the coach, implements the feedback directly in a second run, and then sees the difference. For privacy reasons, we record it with the coachee’s cell phone.
Confidential
The contents of the coaching conversations are strictly confidential. The coachee can self-report to his/her supervisor on the status or success of the coaching, deciding for what wants to be shared. If the HR department is involved, either the coachee can report on the status of the coaching process or the coach can provide information (number of sessions held, etc.), but not on the content as a matter of course.
Coaching for managers
Leadership is fun!
Reasons for executive coaching
- Appreciative communication: You are an expert, but in appreciating and communicating with employees you also receive critical feedback and are looking for support in implementing it?
- Role change: You are already a manager, but you are taking on a much larger team or more responsibility? Are you moving into top management or the board of directors? Are you looking for a sparring partner to make the first time as good as possible?
- Conflict management: There are conflicts within the team or between you and the team? Or between you and the work council, other colleagues, or role holders? And you would like to resolve the conflict constructively and improve cooperation again? Or clarify whether only separation is still possible?
- Self and emotion management: dealing with own emotions as a manager and with those of employees, e.g., in change processes
- Culture/organizational development, change management
- Strategic further development of an area, e.g,. towards more innovation
- Health management: development of a health-promoting culture, dealing with issues such as burnout, high levels, of sick leave, or mental illness, etc.
- Burn-Out Prevention/ Stress Management: You feel more and more overwhelmed or stressed and don't know how?
- Appearance and presence: You don't like to stand in front of large groups or want to appear more confident?
- Further development/career: Do you want to reflect with a sparring partner on how you can develop further in the organization or make a career?
- Dealing with leadership tasks: Topics as demarcation, closeness and distance, delegating, leading at eye level, virtual leading, etc., can be coached.
- Project coaching: Supporting the project management with regard to project management, communication, and "soft" factors in the project
- Intercultural challenges
- Virtual leadership, agile working
Framework
A coaching session can last 2 hours or half days, especially if the coachee travels further. Coaching packages are agreed upon, e.g., 8 meetings of 2 hours each (=16 hours). Alternatively, for example, four half days.
The coaching sessions are usually held at the coach’s premises or as online coaching. The coachee receives documentation of the coaching (photos of the flipcharts).
The coaching is finished when the goals are achieved. Thus, the estimated coaching volume does not have to be fully called up. The fee for a Professional Coach is usually €225/h plus VAT and for a Senior Coach €250/ h plus VAT. Cancellation or rescheduling of an agreed coaching session can be made free of charge up to 2 days before the appointment, depending on the framework agreement with the company. After that and in case of unexcused absence, the agreed fee will be due.
The coach is subject to confidentiality regarding the coaching content.
Inquiries
Coaching for employees
Strengthening valuable employees
Coaching is excellent to support employees beyond their professional competence, to discover their potentials, and to show possibilities for development. Dealing with one’s own issues in coaching often leads to better reflection skills, self-efficacy, and satisfaction of the employees*, which they can subsequently bring back to their company.
Reasons for employee coaching
- Role in the team: assumption of a new role or change of role in the team
- Performance/ Efficiency
- Conflicts
with the manager and/or with individual colleagues combined with the question: What can I do to solve the conflict? What part do I have in this? - Personal or private issues
that can have an impact on professional life: Illness, parents in need of care, private difficult issues, and crises.
- Appearance/ Presence
or communication with central, other departments - Stress or exhaustion:
What stresses me and what gives me energy? What can I do to get back into my power and be effective at work?
- Looking to the future:
What do I still want to achieve professionally? Where do I stand right now? How can I get more satisfaction back in my job?
Inquiries
Coaching for teams
Teamwork makes the dream work
Differences between team coaching and a team workshop
- Team coaching
usually describes a longer process, i.e. several sessions with the team take place at certain intervals. A team workshop is usually a one-time event, followed by a follow-up workshop if necessary. - Team coaching is suitable for 8 to max. 12 people, while a team workshop can also work with larger teams or multiple teams of up to 20-25 people.
- A Team workshop is suitable for a current or special challenge of a team and can also be the start of a team coaching process.
Reasons for team coaching
- Vision development
or value work with teams - Further development
of a team e.g., towards optimized communication, more innovation, more creativity, better collaboration, etc. - Optimization of the cooperation
with other teams / departments
- Conflictswithin the team or conflicts between team and manager
- New composition of teams
- Dealing with losses or mourning
in teams, e.g., after severe staff reductions, serious illness, or death of colleagues or other stressful, sudden events
Are you looking for coaching for managers, teams, or employees?
Then simply write us here in our contact form or by email your request and we will get back to you promptly. Or you can call us directly between 9 am and 3 pm at +49 (0)6023-9189494.
And further?
We schedule a phone appointment and ask questions for clarification of goals. The telephone call can be made to the supervisor, a team member, or the responsible HR manager.
We will then provide you with a non-binding offer including time frame, coach profiles, and costs for the coaching. We are also happy to advise you on whether coaching, a workshop, or a seminar would be most effective for your needs.
You are welcome to get to know the coach in advance to see if the “chemistry” is right – by phone, video call, or even in person.
You can view everything at your leisure and simply contact us if the offer suits you or if you have any questions.
Workshops
What makes our workshops so special?
Exciting impulses, a good mix of methods, and supportive moderation
We moderate:
Executive retreats
Management / Board meetings
Work council meetings
"Both-as well" instead of "Either-or"
What is important to us!
- Exciting impulses or keynotes that provide an introduction to the topic and set the framework, e.g. on the part of management
- All stakeholders have a voice
- Change of perspective to understand the system as a whole and thus find a good solution for all parties involved
- A good mixture
of plenary sessions, small group work, and individual work - Refreshing mix of methods: constellations in space, resource walks, brainstorming, and creative techniques, picture card work, design thinking, fishbowl, reflecting team, etc.
Our workshops are characterized by the fact that they:
- have a high practical content
the participants are actively involved, so that learning effect and sustainability are given - framed by a systemic attitude
and methods of the facilitators - optimally supervised
from 15 participants onwards, 2 moderators will accompany the workshop. - carried out by facilitators who have a lot of experience and core competence for the respective topic
- Individual agreements
between you and the moderator are part of the status quo. - Concrete results
Request for workshops
Are you interested in a workshop? Then simply write us here in our contact form or by email your request and we will get back to you promptly. Or you can call us directly at 06023-9189494. The best time to reach us is between 09-15.
In a telephone conversation, we ask initial questions to clarify the goal of the workshop. The telephone call can be made, for example, to the supervisor or the responsible HR manager.
Afterwards, we will provide you with a non-binding offer with information on time frame, moderator profiles and costs. We will also be happy to advise you on which measure is most effective for your concern.
You are also welcome to meet the moderator in advance to see if the “chemistry” is right – by phone, video call or even in person (depending on the distance).
And then you can take your time and sift through everything at your leisure. Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.
Organizational Development
Change happens every day in companies.
And every day, the future is being reshaped.
Change competence is like a muscle
the more trained it is, the fitter we are in dealing with sudden changes.
We often grow where we rub
Our services
Design and planning of the change architecture and communication roadmaps for transformation
Active support of the entire transformation from kick-off to a meaningful conclusion as well as measures to ensure sustainability
External moderation of strategy meetings and project team meetings
Project management and project coaching
Large group events (World Café, RTSC, open space technology, etc.)
Team workshops and moderation of team processes
Individual and team coaching
Consulting on organizational structures, role clarification, and process management
With 4 steps, we accompany you in the further development of your organization:
1) Discover
We hear and ask many questions. Result: You as the customer and we have a common understanding of the current overall situation.
2) Dream
Dreaming how it could be in the best case. Designing visions.
3) Design
Design how it could become in the future.
4) Deliver
Implementation in practice. Determine what will happen. New ideas realize.
Examples of organizational development processes
Cultural Development
If you want to get down to business quickly, you should start with culture. (Bernd Schmid, isb)
Culture is often largely unconscious, the lower, invisible part of the iceberg. We all experience culture in organizations, of course, but it's sometimes hard to put into words. And yet - in the many change projects that WANDELPLAN has already accompanied, the solution often lies at the cultural level and not in quick, simple measures.
You would like to or have the order...
... further develop the management culture away from a hierarchy-driven top-down culture towards a dialogue-oriented culture with more involvement of the employees?
... change the negative working atmosphere to a culture where employees come to work again with joy and motivation?
... stop silo thinking and division and move towards cross-divisional cooperation in the company?
... develop the high absenteeism rate towards a healthy culture with high attendance?
Inquiries
Values and mission statement development
Connecting common values
Values are like shoes that are too big, and we have to grow into them. With well-broken-in shoes we can manage any mountain.
Have you ever developed great values for your organization, but they're not being lived?
Do you want to bring existing values to life in daily business?
There is a management mission statement, but the managers do not (any longer) align their actions with it?
There are neither values nor mission statements in your organization, and you would like to develop them together with everyone?
Inquiries
Vision and strategy development
If you have visions, you don't need to go to the doctor!
Drawing a picture for the future
Do you perceive changes in the market at an early stage and want to realign the company's strategy for the future?
Do you want to continue to grow and weather crises well and boldly create visions?
Inquiries
Change and transformation processes
Change takes place always and everywhere
As little as possible and as much as necessary
Are you planning to restructure your organization and recreate the organizational chart?
Are you planning a merger or company takeover and want to have the intercultural process professionally accompanied by change management in order to avoid unnecessary trouble spots and reduce resistance?
Are you looking to bring in another layer of management, and roles are being rewritten?
Inquiries
Request for organizational development
For a customized offer, I will be happy to advise you
ALMUT PROBST
Would you like to receive advice on organizational development? Then simply write us here in our contact form or by email your request, and we will get back to you promptly. Or you can call us directly at +49 (0)6023- 9189494. The best time to reach us is between 9 am – 3 pm.
In a telephone conversation, we ask initial questions to clarify the goal of organizational development. The telephone call can be made, for example, to the supervisor or the responsible HR manager.
Afterwards, we will provide you with a non-binding offer with information on time frame, moderator profiles, and costs. We will also be happy to advise you on which measure is most effective for your concern.
For a longer OE process, we are also happy to come to your company for a personal meeting to better understand the company and your OE concerns. Alternatively, if desired, this can be done by phone or video call, e.g. if you are still in the applicant selection phase or a face-to-face meeting is not possible at that time.
Don’t worry, there are no sales people calling you all the time. You simply get back to us if the offer suits you or if you still have questions about it.
Company
Consulting, training, coaching.
Everything from a single source.
And still tailor-made.
all organizations
regardless of whether they are in business, science or the non-profit sector. We are curious about change and are as interested in your company as you are. In doing so, we are always open to unusual solutions. We see ourselves and our customers as learning systems that are in a constant state of change.
Board members, managers, employees.
We are here for everyone.
all levels
. Starting with the management and the board of directors, through executives to the employees: Every individual makes an important contribution - people shape organizations!
For organizations
- Individual areas
- Total or individual parts with all underlying structures (FB, teams, individuals)
For teams
- Management teams
- Executive teams
- Employee teams
- Project teams
- Virtual teams
For individuals
- Management & Board
- Managers at all levels
- Central roles such as HR, works council, etc.
- Project management
- Employees
We will be happy to accompany you in these areas
Communication
Leadership
Teambuilding
Self-Management
Emotion Management
Change Management
Cultural Development
Values and mission statement
Agile work
Digital Leadership
Our team always fits!
In the WANDELPLAN team we have experts for (almost) all concerns. And in dialog with you, we look at who can best accompany you in your plans.
We will be happy to select the right person from the team for you.