Step 1
Getting to know one another
In a short, free conversation, we clarify what the issue is, whether there is a good personal fit and whether I can make a meaningful contribution.
Working together
A clear process. No ready-made solution.
Working together does not begin with a method. It begins with a mutual check: Do we connect? Do I understand your situation? And am I genuinely the right person to support you?
Only then do we examine your situation together, develop possible paths and clarify which setting and what kind of support would be useful.
How working together unfolds
The process provides orientation. The specific path emerges from your situation.
Step 2
Understanding the situation and the system
I listen, ask questions and try to understand who is involved, what has already been attempted and which dynamics are currently at work.
Step 3
Testing hypotheses together
Initial hypotheses emerge from these observations. We examine them together. Some hold. Others are discarded.
Step 4
Clarifying possible paths and the right setting
We develop possible approaches and decide together which of them make sense. The right setting also has a voice in that decision – within the organisation, online, on the move or with deliberate distance from everyday work.
Step 5
Defining roles and resources
We clarify what I will take on, which decisions remain with you and whether the process requires additional expertise.
Step 6
Supporting implementation and handing over
I remain involved only for as long as my contribution is useful. The aim is for you to remain able to act without me. I come in order to leave.
What you will not encounter at the outset
No sales loop. No standard questionnaire. No ready-made diagnosis before I have understood your situation.
The first conversation allows both sides to clarify whether working together makes sense. If I am not the right person, or someone else would be better suited to your situation, I will tell you openly.
Three typical starting points
These are not fixed packages. They illustrate how different a useful starting point can be.
Clarifying succession together
When ownership, family, leadership and the future are interwoven, interests, expectations and decision-making scope need to become visible.
Restoring a leadership team’s ability to act
When conversations are stuck, conflicts remain unspoken or responsibility is lost between roles.
Changing the setting strategically
When familiar arguments no longer lead anywhere and distance from day-to-day operations is needed in order to make clearer decisions again.
When an engagement needs more than one perspective
Depending on the situation, I work alone, together with Anja Lenze Consult or with a small network of experienced consultants.
The aim is not to involve as many people as possible in an engagement. It is to make precisely the expertise available that can make a meaningful contribution to your situation.
Roles, responsibilities and confidentiality are clarified before any additional people become involved in the process.
The stance remains. The organisational framework can change.
What you read on BlackSheep describes the stance from which I work. It is not exchanged for a different one when an engagement begins. The visible brand and the organisational framework, however, can be adapted flexibly.
If the BlackSheep brand would create unnecessary friction within your organisation, I can work discreetly in the background, together with Anja Lenze Consult or – where formal and procurement requirements make this appropriate – as an external expert within sustainable natives eG.
For larger or more broadly based assignments, we complement the process with people from a network that has developed over many years. This includes, for example, expertise in organisational development, communication and the design of distinctive working environments.
What matters is not which logo appears on the outside. What matters is that the stance, responsibilities and roles are clear, and that your situation receives the right support.
How would you like to begin?
Perhaps a short conversation is enough for now. Or perhaps you would first like to examine more closely which path might suit your situation.
A 15-minute introduction
We explore, with no obligation, whether I am the right person to speak with about your situation.
For organisations
Executive sparring, leadership teams and situations of change in which important conversations are no longer taking place.
For you personally
Personal decisions, reorientation and situations in which distance and a different perspective may be helpful.
I come in order to leave.