Reflection Labs

Reflection Labs are an individual or small group format in which I combine impulses on a topic with subsequent reflection. The aim is for people to put what they have learned directly into practice, adapted to the respective context of action. In a pure coaching format, the solutions are primarily developed by the clients. Here I share my knowledge in a targeted manner to overcome concrete challenges or try out new methods and develop one’s own personality. To ensure a sustainable transfer into practice, two follow-up calls are included.

I currently offer the following labs, and I am happy to develop labs on other topics on request.

Please feel free to contact me about this!


Resilience Lab

Resilience can be learned. This is what Emmy Werner, the pioneer of resilience research, asserts. You will learn about a resilience model based on neuroscientific studies. It teaches strategies that help people to become more resilient, to cope better with crises and even to emerge stronger from them. Together we reflect on which factors you are already implementing well and where some fine tuning is necessary. We find out what you need, what hurdles stand in your way and how you can overcome them. In the end, we agree on concrete implementation steps and identify supporting measures that will make you resilient in the long term.

Participants leave the lab stronger, equipped with a concrete plan and already a little bit more resilient...

Maybe you would like to tackle the topic with your partner, colleague or friend? Everything is easier in pairs, you can support each other to change attitudes and behaviours in the long term.

Leadership Lab

Being able to accurately assess the consequences of one's own actions and to be able to adapt to the needs of another person is an important social key competence, especially for leaders. In this lab, you will learn about a neuroscientific model that is successfully used worldwide in leadership development. You first apply this model to yourself in the lab to fully understand it and get to know your own triggers and personality better. We then agree on concrete measures for integrating the model into your everyday leadership in such a way that employees feel empowered by your actions and are highly motivated to do their work. This is critical to success, especially for change processes. The model can also be successfully applied in international and virtual contexts.

You leave the lab with a model that allows you to sustainably improve the relationship with your employees and, as a consequence, the results are quickly visible.


Perhaps you would like to tackle the topic with a colleague? Everything is easier in pairs, you can support each other to change attitudes and behaviours in the long term.


Diversity Lab

The shortage of skilled workers will increase massively in the coming years. According to the Institute for Employment Research, 7 million workers will leave the labour market in 2035 due to demographic change. There are currently almost 2 million vacancies in Germany, and the greatest potential workforce lies in talents with a migration background.

  • How many vacancies does your company currently have?
  • How are your recruitment processes organised?
  • What criteria are used for the selection?
  • How are the job profiles formulated?
  • Have you already made the shift from "degree-based" to "skill-based hiring" to open the doors to diverse talents?
  • How innovative are your search strategies and how well is your company positioned in terms of integrating people with a migration background?
  • What obstacles need to be overcome in people’s minds and in the organization?

Studies show that cultural diversity makes companies more attractive, efficient and successful in the long term. In this lab, we shed light on what I consider to be the most important strategic questions and I share my knowledge from 25 years of HR work as well as coaching and advising refugees as part of my board work for wir bewegen e.V.

You will leave the lab feeling inspired and with concrete ideas for your diversity recruiting strategy.

Perhaps you would like to tackle the topic with a colleague? The combination of technical management and human resources has proven to be very effective in this area. This allows you to approach the topic even more efficiently from different perspectives and plan the first steps for change in your organisation.


Interested in a free introductory call at short notice?

You can reach me on Mondays between 4:30 and 5:30 p.m. and on Wednesdays
between 8:00 and 9:00 a.m. on +49 178 8498304, also via Signal. If I'm in a
conversation, I'll call back.


Step 1: Get to know each other without obligation

We get to know each other in a 30-minute phone call and discuss what your wishes and expectations are and what previous experience you have with the topic of the lab. Afterwards, you will take your time to consider whether the lab is the right format for you.

Step 2: Get started

Once you have decided, we will make an appointment for your lab, either in my coaching space at Brüsseler Platz in Cologne or online via Zoom or MS Teams.

Step 3. Getting into Implementation

Already in the lab, we agree on concrete steps that are realistic for you. Since humans are creatures of habit, I don't think much of one-off events when it comes to learning and changing behaviours. That's why I'll remind you and we'll arrange two follow-up calls so that you don't lose sight of your goals and implementation plans in the hustle and bustle of everyday life. If you do the lab in pairs or in a group, you can support each other wonderfully in the implementation.

What my clients say:

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