A broader view on team and organisation coaching

Nonviolent Communication

To shape culture together, create safety and trust, Nonviolent Communication (NVC) and Deep Democracy offer a strengthening framework. Sociocracy 3.0 (S3) has an important basis in Nonviolent Communication, in the sense that needs are translated to team or organisational level. In this sense, applying Nonviolent Communication constitutes a deepening of S3 and vice versa.

The above methods allow listening below the waterline, detecting which sabotage lines are in operation and attending to the minority voice. Nonviolent Communication means learning to communicate at the needs level, because in our basic needs we can always recognise each other as human beings.

It is learning to speak in I-messages, starting from observations instead of interpretations, daring to question assumptions, formulating our feelings and needs even if they are contradictory, making requests instead of demands and being able to take no for an answer. It allows us to look at our assumptions and judgements, turn them into clear requests and take responsibility for our own needs.

In training and applying this, it increases our ability to speak and listen empathetically and to step into other people's shoes. We develop respect for the very different perspectives and strategies we employ. We also discover how to constructively address and resolve 'elephants in the room'. I use this appreciative and constructive way of communicating as a guideline for the tone-of-voice.

Way of Council, ancient wisdom and corporate rituals

As a facilitator, I am keen to install trust and safe space in the group. Among other things, I use the power of ritualistic practices like Way of Council and Kasàlà. Powerfull tools from indigenous cultures, in which the conversation arises from silence and connection, and the group is invited to speak and listen from the heart. Effective ways to extract deeper wisdom from the group and bring grounding in the group.

Since human memory, people have been doing rituals. Even today, people are still ritualistic beings. It helps us relate to life, ourselves and each other. Trained in Corporate Rituals, Shamanism and Taoism, among other mystery schools, I share my knowledge of ancient wisdom and apply it in the design and facilitation of organisational rituals. Ask me more!

Systemic work

On a personal level, but also in teams and organisations, I like to awaken awareness of the different perspectives and polarities present. A systemic view on people and organisations is very insightful. It requires pausing and zooming out to see which patterns are at play. It invites us to unfold what wants to be seen and wants to find balance.

Several things are important in systemic constellations: Is everyone in the right place (order)? Is everything that matters enclosed or are there taboos that demand attention out of sight? How is the balance between giving and receiving? What has reached its destination? Conflict often arises where unmet needs from the personal family system are projected onto an organisational system. We discover what blockages exist and how movement and flow can return. This is often done through representatives who are placed in an 'energetic field'. Awareness through body awareness helps with this.

Personal Leadership

My primary handle for personal leadership is Voice Dialogue. Here, we actively invite polarities or opposite energies that are present in someone. These are allowed to be present without judgement. The aim is to restore balance in the system and to have more freedom of choice from the centre. I also coach around resilience, shadowwork, saboteurs, conflict styles and other tools for embodied leadership.