How HOLSTEIN:CONSULT works
Many challenges within organisations initially appear to be ‘HR issues’: a difficult employee, a team under pressure, leadership that isn’t working, or a change process that has stalled. In practice, however, the root causes often lie deeper – in the interplay between people, roles and the organisation.
Our approach therefore follows a clear logic:
take symptoms seriously. Understand the root causes. Develop appropriate solutions. Ensure implementation in day-to-day practice.
Our guiding principle: considering people, roles and the organisation as a whole
We do not rush to focus solely on individual people. This is because many problems arise from multiple interrelated factors that reinforce one another:
- People: behaviour, communication, stress, patterns, conflict management skills
- Role: responsibilities, expectations, scope for decision-making, interfaces
- Organisation: structures, processes, management system, culture, pressure to change
If only one level is considered, the solutions that emerge often provide short-term relief but are not sustainable. We therefore always consider the specific context – and use this to devise an approach that is genuinely appropriate.
From symptom to cause
Companies often come to us with very clear symptoms, for example:
- Conflicts are on the rise, and collaboration is becoming more difficult
- a key employee is highly competent professionally but has social difficulties
- Leadership is present in name only, but not effective
- Teams are losing performance due to friction or a lack of clarity over roles
- Changes are met with resistance or lead to stagnation
These symptoms are important – but they are rarely the root cause. That is why we take a structured approach:
- What can be observed in concrete terms? (Situations, behaviour, effects)
- What are the consequences? (Performance, collaboration, motivation, risk)
- What are the likely causes? (Person, role, team, organisation)
- What approach makes sense? (Training, consultancy or a combination)
This turns an unclear situation into a manageable task.
Our standard 5-step process
1) Clarifying
We clarify who is commissioning the work, what the objective is and what expectations are realistic. In doing so, we clearly distinguish between observation, assessment and measures already taken.
2) Assessing the situation
We examine where the focus actually lies: on an individual, in a leadership role, within the team, at interfaces or in the organisational framework.
3) Selecting the appropriate approach
Based on this assessment, we select the appropriate format – e.g. employee counselling, team development, leadership training or change management consultancy. Where necessary, we combine services.
4) Practical
We work on real-life situations from your day-to-day work. The aim is not theory, but tangible change in behaviour, decision-making, collaboration and leadership.
5) Ensuring
Change only counts if it becomes visible in day-to-day life. That is why we focus on commitment, a clear implementation strategy and – within the agreed framework – feedback.
Tailored solutions rather than off-the-shelf programmes
We work in a structured way, but not in a formulaic manner. Not every situation requires the same approach. That is why we avoid:
- Standard programmes without a clear framework
- Treating symptoms without addressing the root causes
- Isolated ‘individual solutions’ when structural causes are involved
Instead, we develop an approach that is tailored to the organisation, the situation and the objective.
Principles of collaboration
A secure framework is crucial, particularly when dealing with sensitive issues such as key personnel, leadership, conflicts and separations.
Confidentiality
All information is treated in confidence. The scope of any potential feedback is clearly agreed in advance.
Clarity
Objectives, roles and expectations are defined at the outset – to ensure that the collaboration remains effective and transparent.
Practical focus
We measure success by whether collaboration and effectiveness improve in day-to-day work – not by whether a session ‘went well’.
Which plan is right for your situation?
A quick guide:
- Employee counselling: when a single key individual needs to become more effective within the business context
- Team development: when the focus is on collaboration, roles and conflicts within the team
- Leadership training: when leadership skills need to be systematically developed or strengthened
- Change management consultancy: when change initiatives require the drive to implement them
- Career counselling / outplacement: when support is needed for career decisions or transitions
Understanding how it works and putting the situation into context
If you have a specific situation in mind, it’s worth taking a moment to assess it: what is the symptom, what is the cause – and what is the best next step?
During the initial consultation, we’ll clarify:
- where the problem becomes apparent in everyday life
- where the main focus is likely to lie (person/role/team/organisation)
- which approach is realistically effective
“Judge a person by the questions they ask rather than by the answers they give.”
Voltaire