AG Medical Organisational Psychology

Organisational consulting

in restructuring and change processes (change management):

Advising management on the pace of change, employee involvement, communication strategies and conflict prevention,
Conception and moderation of workshops and large group events,
Supporting the reorganisation or merging of teams or departments.

Conflict moderation and mediation

Structured support in dealing with interpersonal conflicts in teams or between individuals
Mediation of highly escalated conflicts

COACHING

for employees in new or challenging professional roles:

when changing roles, e.g. from employee to manager,
to develop and expand leadership skills,
Health coaching (coping with stress, preventing burnout, building resilience),
individual counselling and support in conflict situations.

Team development

Supporting the team during structural or personnel changes
Development of common goals and strategies
Revision of joint processes in the team and at the interprofessional interfaces
Reflecting on communication and (error) culture in the team

Trainings

Self-care (stress management, resilience instead of burnout)
Dilemma competence (dealing with contradictions in everyday working life)
Systemic leadership (e.g. stress-preventive leadership)

Our consulting philosophy

The core topic of the AG in consulting is organisational-psychological leadership, team and organisational consulting at Heidelberg University Hospital.

Our work is solution-orientated. We do not look for people to blame or for "the real causes" of problems. We work with our clients to find viable solutions under the given conditions.
We see ourselves as process consultants. We do not usually bring ready-made solutions with us, but help our clients to develop their own "suitable" solutions.
We work in a resource-orientated way: We generally have a lot of confidence in our clients and support them in (re)discovering their competences.
We work in a participatory and open-ended way - we endeavour to involve employees not only in the implementation, but also in the development of concepts and plans.
We work psychologically, but not in a psychologising way.
We do not consider efficiency and employee-orientation to be opposites.