Self-awareness, strengthening, successful dialogue, cooperation, success

Competing successfully depends on how well you succeed in responding well to the requirements related to global, national and industry-specific trends. In the end, in a corporate context it is all about boosting performance – in spite of and also with such trends. In coaching, more and more frequently you are required to localize yourself within the existing requirements, to keep an eye on your personal needs in spite of and with these requirements, and to evolve coherently inside this force field – and this goes beyond any career- or conflict issues. These challenges also apply where new structures and newly allocated responsibilities are being tested – for instance in start-ups or departments applying a self-organization approach.

I am concerned with strengthening both individuals and the organization. For this, I need to take organizational realities seriously; the elementary steps in what I do are expanding self-awareness, developing self-efficacy, and being able to shape fruitful dialogues on that basis. This is how potential can be developed fully – incidentally also the potential to commit oneself and make a contribution beyond the private and professional domain.

All these steps lead across bridges. I help build these bridges: to your inner being, to awareness, to your own strengths. Understanding and successful cooperation require a huge number of stable bridges; in the change process, for instance, it is important to find the dramatic arc and the bridge leading to the future.

Ms Nebelung is a member of the trainer pool of the DB Training, Learning & Consulting. She is mainly involved in the Service & Management unit as a successful trainer, moderator, and coach. Moreover, we value her competence in the conceptualization of complex qualification programmes, and also her experienced supervision in a multitude of major projects. Above all, Ms Nebelung stands out for her long-standing experience in further training and her in-depth professional expertise. Our clients appreciate her repertoire of methods and her ability to swiftly adjust to complex situations in a target-oriented manner. Our clients’ feedback on her performance is excellent throughout. In our cooperation she is always forthcoming, reliable, and creative, and she shows high commitment and a lot of passion for our topics.

Background theories

The more comfortable employees feel in their organization, the better the chance of achieving a lasting productivity. What we humans need, essentially, is clear roles and tasks, a feeling of belonging, autonomy, security, meaningfulness, and perceived fairness. The more these needs are met, the more we like committing ourselves to a cause or the current employer. These are also good prerequisites for identification with the organization. Identity is becoming more and more relevant on many different levels – because it stands for stability. Identification is influenced by meaningful actions, by preservation of personal values, and to a great extent by line managers. So, it is also important from this point of view that the relevant leadership skills and performance of executives be promoted.

  • The ability to innovate and to master complexity is gaining in significance, while the ability to cooperate and to shape communication remains a basic challenge.

  • A management style that is in keeping with the times, self-reflexive and open to dialogue will prove to be a factor of success. The executives are being supported in order to meet the requirements, all the time maintaining their own performance and good health. In this context, the conscious handling of power dynamics and shifting power relations is of great value.

  • Employees are afforded more active participation and involvement. This also means an obligation of commitment, creativity, self-management and personal responsibility. Not everyone is prepared for that, and there is always a “risk of dissolution and being overwhelmed”. Many individuals should be supported in their shaping the new liberties and requirements in a healthy manner.

  • Many pitfalls in connection with the implementation of self-organization, agile working or self-organization are known and have to be taken into consideration in order to succeed as well as possible in this new working environment – no matter how this new work may be defined. Even for these new topics there is no need to keep reinventing the wheel. You can fall back on experience.

Implementation in practice

Regardless of the concrete “format” – be it consulting, training or coaching –, taking inspiration from the latest scientific findings is a given in my line of work. Positive psychology is extremely productive scientifically and provides an ever-growing bouquet of interventions. They can be perfectly combined with the systemic approach. It is an important basic systemic assumption that systems may change by constructing solutions. Solution- and growth orientation help develop personal and organizational potentials, utilize defeat, and create resilience.

Neuropsychological findings are constantly published and provide a more in-depth understanding of our needs, our sensitivities and interpersonal responses – and also concrete new models and hence tools.

And in addition to all these orientations towards the well-explored, working with art opens doors – in a very gentle and elegant way – to the preconscious and to emotional shares that will ultimately lead to a well-rounded solution or realignment.


Psychologist and health scientist
Membership in the Professional Association of German Psychologists
Membership in the Systemic Society


Email: ObscureMyEmail
Phone: +49 152 5317 3551