Everybody said it will not work. Then one came who did not know that and did it.
What does the VUCA world mean for me?
My belief and experience is that people are able to find direction and suitable solutions under the most difficult conditions. Sometimes they grow beyond themselves.
It is therefore more surprising that these skills and potentials seem to be stuck somewhere at a company gate – at least if you listen to the complaints of some managers.
I am firmly convinced that people are able to do a great job and dedicate their interest and motivation to common goals if they can rely on collaborative frameworks and on trust that allows them to take responsibility.
These are essential success factors in order to maintain orientation and to navigate successfully in a VUCA world.
The VUCA world platform wants to support organizations and their stakeholders to develop and deploy self-organizational capabilities and strengthen the required skills and resources especially in these dynamic times influenced by volatility, uncertainty, complexity and ambiguity to increase individual VUCA fitness.
- Consulting and support of companies with
economic and neuroscientific expertise on
concepts for a VUCA world (VUCA = Volatility,
Uncertainty, Complexity, Ambiguity) and in
development and change, such as Agile
- Coaching of decision makers and
executives in acting in the area of tension
between management and leadership and
- Team moderation
- Leadership trainings on Agile methods
(Scrum, Kanban, Spotify, Lean
Management, Shopfloor Management etc.)
Selected work experience
RGW Express GmbH Assistant to the management,
development and expansion of the operative and
strategic international airfreight express business
- 1996- 2011
Branch manager of a profit center in personnel services,
member of the business unit management team
Member of the supervisory board of a company
listed on the stock exchange
- 2011- today
self-employed as systemic change and organizational consultant
- Strategic development, constitution of the GL
round in terms of succession planning, various team
developments and coaching, change communication.
- Consolidation of the new organisational structure,
management development, defining requirement profiles
for the future, competence development
- Check up of the team constellation, optimization
of the cooperation with the interface units, anchoring
of the strategic goals and market orientation.
- Interim mandate in change management towards
a role organisation at 5 locations, creation of change
communication, recording of employee competencies
and comparison with future requirements, sparring with management