01 · Organizations
Tools are bought quickly. What counts afterwards: processes that carry them, leaders who hold the change, and people who come along. That’s what we work on.
AI@New Work Consulting
AI@New Work
Most organizations have AI tools. Few have understood what that does to roles: whoever works with AI is suddenly leading. Delegating, briefing, reviewing output, owning quality. Nobody has taught people how. And those who lead people now lead people who lead AI: new expectations, new roles, new questions. That’s exactly where we start, on both counts.
My background for this: at refurbed I led People & Organizational Development through hypergrowth and introduced AI in my own team back in 2022. With still. yet moving. we train hundreds of employees and leaders in the effective use of AI, from management teams to entire organizations. Right now I teach the live program Leading Teams Through AI Transformation on Maven, and before that I researched flexible work models at TU Wien. As a psychologist and systemic coach, I know how change works in real organizations, not just on slides.
More trainings
More trainings
Beyond the Leadership Journey there’s a set of focused trainings. Each works on its own, all of them combine.
The foundations of effective leadership: clarifying your role in people management, steering goals and performance, setting priorities, handling low performance. Your leaders practice delegation without micromanagement and rehearse the conversations that matter.
In complex times, deciding too late is often riskier than being wrong. Your leaders learn to treat decisions as testable assumptions, navigate with probabilities instead of certainties, and reduce thinking errors through diversity of perspective.
Translating strategic goals into tangible outcomes. From OKR foundations to master training, including retrospectives, premortems and postmortems. The goal: your team runs the system itself.
Growth needs clear paths. We build practical skill matrices, make capabilities transparent and train leaders to create personal development plans.
When everything seems important, in the end nothing is. With tools like the action priority matrix and the MoSCoW method, your leaders filter out what counts and prepare complex topics as structured decision briefs.
Projects rarely fail on substance, mostly on missing buy-in. We map your stakeholder landscape, prioritize the relationships that decide outcomes, and work on turning critics into genuine supporters.
Often it’s not the workload but unconscious inner drivers that create the pressure. We identify these patterns and build strategies that hold up in everyday work.
Leadership Development
Leadership Journey
A modular development program, grown over several years in practice and refined with more than 60 leaders. Four consecutive modules, from self-leadership to systemic, situational leadership.
The Leadership Journey fits especially in multicultural, fast-growing, technology-driven environments where high performance and human leadership belong together.
Module 01
Personality, values, emotions
Outcome: Your leaders understand how their personality shapes their leadership style, and what to do with that.
Details: potential analysis with personality profiles, fixed vs. growth mindset, the inner team and inner drivers, from empathy to compassion
Module 02
Communication as a leadership tool
Outcome: Your leaders hold difficult conversations instead of postponing them.
Details: four-sides model, navigating delicate conversations, meta-communication as the ace up the sleeve, building shared understanding
Module 03
Psychological safety & conflict resolution
Outcome: Your leaders spot team dynamics early and steer them before conflicts escalate.
Details: team composition and role diversity, developing team norms, understanding causes of conflict, adapting your own conflict behavior
Module 04
Systemic & situational leadership
Outcome: Your leaders adapt their style to person and situation instead of leading everyone the same way.
Details: recognizing maturity levels, adapting leadership styles, practical coaching methods, sharing responsibility
Rehearse real leadership situations in a safe space, before they happen at work.
Frameworks your leaders can use the next working day.
Structured exchange among equals. Leaders learn from each other, not just from the trainer.
Concrete, binding steps so change doesn’t come down to luck.
Companion material for reflection and preparation between sessions.
Short emails that keep the learning alive in everyday work.
Employee Listening
Employee Listening
How is your organization really doing? Not by gut feeling, but measured. Employee Listening makes visible what happens beneath the surface: strain, engagement, trust, leadership quality. Measured yearly, comparable over time and mirrored against European benchmarks. The basis is the COPSOQ III, the internationally validated standard instrument for capturing psychosocial factors at work. Your people answer anonymously, and results are analyzed across more than 20 dimensions, from job demands and role clarity to burnout risk and commitment.
Leaders are usually the last to know when commitment tips or overload becomes chronic. Employee Listening turns that around: you spot early warning signs before resignations and absences confirm them. You can also use the results as a sound basis for evaluating psychosocial strain at work. The process: anonymous online survey, scientific analysis with benchmark and trend comparison, results presentation with prioritized recommendations. Repeated yearly on request, so listening becomes a continuous improvement process.
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In an intro call we clarify needs, goals and the right format. 30 minutes, no strings attached.
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