projects
project example 1
In small initiatives through cultural change*
To achieve its ambitious goals regarding sustainability and digitalisation in research and teaching, the executive board of a large university has initiated a participatory transformation process, which we are supporting in several strands.
To provide a framework for the transformation, we are supporting the executive board in its team-building and strategy development over a period of two years. Strategic focus topics and cultural initiatives were developed in an iterative process with many stakeholders following the "safe enough to try" principle in collaborative formats and were disseminated throughout the organisation.
To provide a framework for the transformation, we are supporting the executive board in its team-building and strategy development over a period of two years. Strategic focus topics and cultural initiatives were developed in an iterative process with many stakeholders following the "safe enough to try" principle in collaborative formats and were disseminated throughout the organisation.
7
Executive board members in team building
80+
Cultural initiatives
6
Workshop-days for team-building und strategy development
*Project lead: Mirja Bastian in the name of TheDive
project example 2
In small initiatives through cultural change*
To achieve its ambitious goals regarding sustainability and digitalisation in contemporary research and teaching, the executive board of a large university has initiated a participatory transformation process, which we are supporting in several strands.
In addition to strategic leadership, it's also about engaging people in change, building competencies and trust, as well as establishing greater responsibility and cross-disciplinary collaboration.
A continuous cultural change process encourages people to develop and experiment with concrete, new ways of working.
In addition to strategic leadership, it's also about engaging people in change, building competencies and trust, as well as establishing greater responsibility and cross-disciplinary collaboration.
A continuous cultural change process encourages people to develop and experiment with concrete, new ways of working.
10+
Teams that launch and iterate cultural change initiatives
*Project lead: Mirja Bastian in the name of TheDive
project example 3
Via the LOOP Approach© into self-organisation*
The managing directors of an educational foundation restructured its project-based work into a flexible circle organisation with flat hierarchies. It converted its operating system to self-organisation.
Using the LOOP Approach©, the entire organisation brought its circles to life with new ways of working. Instead of rigid hierarchies, new roles and responsibilities, along with a playbook of rules and principles are now providing reference for collaboration and decision-making.
Using the LOOP Approach©, the entire organisation brought its circles to life with new ways of working. Instead of rigid hierarchies, new roles and responsibilities, along with a playbook of rules and principles are now providing reference for collaboration and decision-making.
18
People in the self-organisation
6
LOOP Approach© workshop days with managing directors and team
100+
integrated tensions
*Project lead: Mirja Bastian in the name of TheDive
project example 4
Leadership curriculum for interdisciplinary collaboration
To improve leadership skills for effective collaboration, the editorial team of a large public media station is participating in a six-day seminar series consisting of three modules.
A collaborative formats and dialogue provide participants hands-on experiences with leadership tools and attitudes for effective collaboration in shared responsibility, covering the following topics:
A collaborative formats and dialogue provide participants hands-on experiences with leadership tools and attitudes for effective collaboration in shared responsibility, covering the following topics:
- Effective meeting culture and participatory decision-making
- Feedback and conflict competence
- Shared responsibilites in role-based collboration
8
members of the editorial team
3
leadership modules for effective collaboratation
6
workshop days
*Project lead: Mirja Bastian in the name of TheDive
