“…So you have an idea of what goes on in people... what people's questions are, internal questions…

... It does not make any sense if I stand in front of a person or in front of many people without there being a question. What sense would it make to pull some topic over people, because they may not be interested in it under certain circumstances. Yes! It is perfectly clear. So I must speak in such a way that I know there is something in the human being, there is a question that I am trying to address somehow. So, I'm trying to work together with the people to solve it. It is actually collaborative work.”


Joseph Beuys

Systemic and Facilitative Methods

In my work with teams and managers, but also when supporting major projects, I always resort to methods and interventions that enable a change of perspective and set processes in motion quickly and efficiently. 

Appreciative Inquiry 

Creates space for moments of success that teams and organizations have experienced together - possibly without realizing it. Potential and strengthare brought to light and accompany processes of change in an exhilarating form. Then it's time to dream & plan & tackle.


The Circle Way – A Leader in Every Chair

A very old tradition of talking on equal footing, rediscovered by Ann Linnea and Christina Baldwin, Peer Spirit, USA: Meetings and conversations in a group. Everyone is present and seen. Everyone speaks and is heard. Room. Center. Stories. Share. We take over the art of hosting for others - in a circle. Be it in private or in large groups.


Disney Strategy

Leads us from the vision to the goal - we dream imaginatively about a new project and then we also face criticism and concerns about the idea. “The Realizer” reflects on both perspectives and implements.


Dynamic Facilitation

Is ideally suited for emotionally charged topics that have long been “swept under the rug”: Associations to the question in the room are noted under different aspects - on partition walls and therefore automatically arranged. The method leads to creative breakthroughs and amazing results. Because, sooner or later, people who have conflicts with each other want to talk about it.  



Offers us a good opportunity to pay attention to and use our body signals. How do I become more present and effective? How do I change my attitude and focus? AEE = Attention – Eyes – Ears. The result is authenticity and synchrony with conversation partners.

Hypno-Systemic Question Techniques

"The right question at the right time” is a very powerful tool. Hypno-systemic questions about differences, resources, estimations and hypotheses make us aware that we have immense influence on how we shape our reality. When we focus on the desired experience and the desired future, thoughts change direction.

Open Space

Creates a visionary dialogue culture characterized by self-organization and high effectiveness. The doors are wide open, there is plenty of space and time: the fire is kindled and all burning questions and topics are welcome! 



Resolves a conflict with a person in four circles (I - You - Observer 1 and Observer 2) without the presence of the “targeted person”. 



Offers us spectacular changes of perspective. We reinterpret events that disturb our perception. And suddenly, new possibilities for action are opened up. 


Resource Wheel


Reflects a complex situation from the point of view of different "experts": the group of fools, the group of wise men, the guardians of justice and the good spirits of courage. 

Tit for Tat

A new, refreshing communication model for executives in conflict-prone team situations. The result is cooperation through motivation. 


World Café

A wonderful way for teams to conduct meaningful dialogues in a pleasant cafe-house atmosphere. World Café promotes encounters and exchange and leads to very concreteresults.


Future Search

Enables a large group method in the context of organizational development. It offers an opportunity to look at a whole system with key people to shape future-oriented paths and strategies. All participants see each other in the context of “the whole elephant” - this can be, for example, a department, a corporation, or an industry - and then imagine its future.

© 2020 Change Animal®

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