Preface:
I was born into and grew up in a mid-sized family-owned business, plus also gaining experience in my own entrepreneurial undertakings. For close to thirty years I have travelled extensively as seminar leader and continue to this day as organizational and business consultant. During the past decade while working in both profit and not-for-profit sectors in extremely various businesses, I came to specialize in six areas of competence. These areas are not entirely distinctive and may cross over from one into the other. They could be seen as a whole or described as segments of a process-oriented organizational consultancy with variable breadth and scope of dimension.
The six areas of competence are inherently incorporated in the methods and brands of the mli:
I. Organizational streamlining
A business or organization 'works', the numbers are healthy, there is no crisis.
Nevertheless specific improvements need to be implemented. This usually means that flexibility, efficiency, quality and output have to be increased with simultaneous growing pressure on personnel and costs. Not all personnel agree with this route.
II. Turn-around during a serious crisis
A business or organization is in the midst of a serious crisis.
Necessary improvements are past due whereas chances are that products or services are meanwhile no longer in-line with market demand and maybe outdated. Inside the system fear of job loss or even panic worries personnel. The decision-makers are unsure of the right direction to take. Many employees lost trust in their superiors and therefore are unsure of these new corrective means and goals, and open or covert resistance, even outright sabotage, is taking place.
I have great respect of the power set free and dynamics created under such conditions. The wish to utilize these forces towards a fruitful future is possible only when certain matters are respected.
In such a situation the consultant must react with adequate compensatory deliberation, composure and friendliness while acting with sufficient clarity, consequence, discipline and trend-setting motivating confidence.
III. Presentation and Mediation in
- (highly) escalated conflicts, power struggles and hardened conflicts of interest
- taboos, unsolvable long-lasting phenomena, incalculable controversy risks
- joint and interface problems between departments and divisions
- distorted questions
Here I use the presentation- and mediation choreographies developed by me (also for larger groups of 100 or more persons).
IV. Organizational [MATRIX]-Coaching
A business owner, CEO or department head would like to discuss and simulate effects of future developments outside the day-to-day business environment in a relaxed, discussion-inducing atmosphere. For this the person needs an experienced reflection partner, one who brings along the necessary mixture of neutrality, curiosity, irreverence, overview, scope, daring, scepticism, risk awareness and more.
V. Personal [MATRIX]-Coaching
A business owner, CEO or department head wants to reflect upon and re-position on past career development and/or their personal situation.
He/She would like to do this in dialog with a partner who, apart from a broad scope of vision and sufficient life experience and savvy as an entrepreneur, has the necessary know-how for making meaningful decisions upon heretofore-unanswerable questions thus providing
Retrospect • Insight • Foresight • Overview • Perspective • Outlook
Characteristic of the coaching at the mli, among other things, are the prescriptions at the end of the consulting process. The consulting result is verbally summarized and includes a viewpoint too to those seeking advice, and dictated to be put in writing. The client, by doing so, then has a clear-cut prescription resulting from the consultation and if committed with which to follow when back home.
This special procedure is taught in [MATRIX]- the continuing education seminars held at the mli.
VI. [MATRIX]-Coaching continuing education and seminars
Apart from application of [MATRIX]-Coaching I offer additional pertinent seminars and continuing education programs. These are posted on the 'Seminars' link of this website.
Context and goal clarification
It is obvious that I determine a comprehensive context and goal clarification. Then with the company or organization exactly appropriate methods and measures are developed and their precise implementation and co-ordination with the different hierarchies and departments involved established. The next step is the execution of these measures in close co-operation with the management including the co-workers and employees' lobby.
Competence limits and co-operation
As generalist I know exactly where my competence ends and when special questions and specific technical topics are outside of it. Therefore I co-operate in close coordination with the client's existing and/or external experts.
In the Virtual Consultant Group link of this website is offered a wide range of expertise if called for.
If you have questions about, or wish consultation to any one of the six application fields above, then contact me please at
Tel.: +49,151 5 888 24 13 or email: info(at)pwgester(dot)de