A vision for change

Any change, whether an individual or an organisational change can feel like a jump with a trapeze.  We may need a few practice rounds, a safety-net before we are able to let go of the bar and make our jump. It can feel too risky for some, and exciting for others. Often, we stay at the platform and stare at the depth without being able to move, only to imagine. At ODC, we provide training and coaching that prepares individuals and teams to turn this imagination into reality, enabling them to make that jump, creating something new.

Contact me if you would like to discuss any coaching, OD or Change possibilities.

27 March 2019 THEORY U
Presencing

The Presencing Institute offers a free online course and for people who are participating we are running another event to connect. This time we’ll focus on Presencing and will practice a large journaling exercise: Das Feld der Zukunft beschreiten (Stepping into the Future)

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6 April 19 Holding Space
for Self-Organising Teams

How do you hold the space for your teams?

Whether you are a top-down leader or a ‘servant-leader’ working with teams in an agile context, you hold the very important task to generate the right conditions for creativity, innovation and collaboration. 

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TEMPORARY TEAMS &
PROJECT COMPLEXITY

Nowadays projects get larger and more complex. Resources need to be pulled in, brought up to speed fast and switched to another part of the project when needed. Pressure on managers is mounting to find the right resources at the right time and agree with the employee or contractor a way forward. Not so easy.

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HOW TO CREATE
THE AGILE WORKPLACE

Many group leaders confuse agile management with being flexible for any idea or change, causing the team to be stressed. What is often forgotten is that the group leader holds the very important task to generate the right conditions for creativity, innovation and working together. How does the group leader „hold the space“ of working?

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A little bit about me...

I founded ODC to be able to do work concentrated on OD and coaching for clients. My previous work in consulting was often focused on such large scale change work that I felt I had lost the direct contact with employees or individuals. So my work focuses now on smaller scale change work, team and individual coaching where being in contact with oneself and others is the primary focus. How we relate to others, the project or organisations deeply effects how well we feel and how we impact our work and the world.

My work is grounded in Gestalt philosophy, which trusts that people are self-organising and can develop their own creative solutions to their situation. Some of these solutions, or habits, may have been successful in the past and may not be as effective in the current situation. Through experimenting in the current situation with new behaviours, people can learn new ways and let go of old habits. In my coaching and workshops, I’ll focus on the here and now, experimentation and inquire with individuals and teams into a vision for the new situation.

Contact me if you would like to discuss any coaching, OD or Change possibilities.

Building a Change Capability in HR

A client needed their global HR network to be able to deal with the many changes expected in their pharma sector. Change fatigue was common. Janine developed an emergent change management programme to build HR’s change capability so that the organisation could be ‘always ready’.

Transition Coaching

Coaching of individuals who, in order to get to the next level, needed to transition from technical specialist to management. Through coaching, clients were able to find balance in the triangle of tensions between their authentic self, what was expected from them and what emerged in their direct environment.

Agility Coaching

In the process of rolling out a large-scale emergent change project, the team applied agile techniques to ensure the project was successful. Coaching was provided to facilitate the adoption of this agile process.

„I worked with Janine as part of a global L&D initiative and rollout for 90,000 employees. She is a wonderful partner with excellent OD, change and L&D expertise and was critical to the success of the project. A joy to work and engage with!“ Global Head, Leadership and Employee Development.

„Janine worked with our team to help us create and deliver our Capability strategy – she’s a superb consultant, one size does not fit all – she delivers an authentic and sustainable product and listens to feedback and shapes content/approach accordingly. Thank you for all your support Janine and the legacy of learning you’ve left with us.“ Senior Manager, Capability, Communication and Engagement.

„Thank you for the fantastic session, it was a real eye opening to realise that many of the problems when delegating a task is how we communicate, regardless of our good intentions.“ Participant, leadership development group coaching.

Self-organising teams: catching yourself judging

Going to our team meeting yesterday, I was looking forward to it. We are a self-organising team, setting our own strategy and governance (see Richard Hackman’s model on Self-Organising Teams). We are all highly engaged, working together to achieve a…

The new positivity generation: feeling good

A few weeks ago I attended a meetup event that was about how to deepen relationships. As with many meetup events I expected a small group of people wanting to discuss the topic and at the same time connect with…

How to become a leader without having to act like a man

Since attending the International Women’s Day with the United Nations I have been puzzling over one of the theme that came out of the day: how to become a female leader without needing to act like a man. Research shows…

Reflections after an introduction night of Female Leadership Group Coaching

    I had a great first introduction session to Female Leadership Group Coaching in Vienna last night. Lots of wonderful stories were shared about what limits us in taking more of a leading role. We explored whether these limits…

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