News
| New book from Mr. Özdemir:"Change Management Practice-Strategic Organisation Development - A guide for leaders and consultants" In autumn 2009 the new book "Change Management Practice" from Mr. Özdemir will be published by Ulrich Leutner Verlag Berlin, ISBN 978-3-934391-47-5. Mr. Özdemir has more than 20 years personal, national and international experience in Change Management as an internal and external OD-consultant. Through his experience he gives a fascinating insight in his practice and a well-founded overview about his approach and methods. Read here more... |
| New article from Hüseyin Özdemir about the subject "Project Management" Hüseyin Özdemir writes in this article about the introduction process for project management in a German corporate group. The role of oezpa was to develop a project management concept and to consult the introduction process. In this process oezpa was able to introduce two key aspects of competence: Project and Change Management. This article was published in the guide Supervision and Organisational Development by Harald Pühl (ISBN 978-3-531-15877-8). Read here the book advice... |
| Henkel and oezpa certify 25 European Business Process Manager in Project Management In April 2009 Henkel and oezpa certified in a common qualification process 25 business process manager from the European locations in Project Management. Mr. Hüseyin Özdemir, CEO of oezpa, managed the process. He was supported by Mrs. Barbara Scheyrer und Mrs. Janine Reffke from oezpa. The overall program leader from Henkel was the director of the global business process management, Mr. Tom Linckens. A participant from the current coaching program 4 attended as guest student. The function of the business process managers is to improve the courses of business in the subsidiaries of Henkel continually. |
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oezpa has a new tool for consulting "The MBTI", which you can use at work. Mrs. Barbara Lagler Özdemir the manageress of the oezpa institute is a licensed MBTI Coach
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| An interview with Mr. Özdemir about "Football is not a Double Dutch" by Sascha Reimann (Staufenbiel Karrieremagazin/edition 01 2009) This article is about that life can still learn a few things from football. Strategies from football provide important benefits for career entry. Read here the article... |
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Hüseyin Özdemir launches a new book on reducing absentism & optimisation of retention rate of employees through Organisational Development and Coaching Hüseyin Özdemir launches in December 2008 a book with the title "Fehlzeiten und Fluktuation reduzieren durch Organisationsentwicklung - Ein Leitfaden für die Unternehmenspraxis" (reducing absentism and optimisation of retention rate of employees through Organisational Development and Coaching), SARIM publishers. |
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Information evening for our program in organisational development In June 2009 we are launching our 12th program in organisational development. We are pleased to invite you to our information evening on the 7th of November 2008 from 18:30 to 21:30. For information concerning the program you may contact us. |
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Acknowledgment by the DBVC With resolution of the DBVC executive committee of 08.09.2008 oezpa formally awarded the membership as Coaching Training Institute (DBVC). Thus oezpa advanced training in coaching is formally recognized by the DBVC. The 4th group of advanced training in coaching will start with the first module from 05. to 07.03.2009. |
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OFEK invites Hüseyin Özdemir to join the Staff in Israel Ilana Litvin will direct the 22nd Group Relation Conference (22. - 27.02.2009) in Israel. The title of the conference is " Authority, Partnership and Trust in A nearly Changing World." OFEK is a society, which explores group-, organizational- and social-processes (" The Israel Association for The Study Of Group and Organizational Processes"). Mr. Özdemir will work together with 15 further organization researchers, consultants and high-level personnel from Israel, the USA, Ireland and Great Britain. |
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New customer vote: Karl Albert Bebber, "The coaching with oezpa is like an oasis, where I can always place important questions. For me the coaching has been very helpful and I was able to relax very well." |
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Generation CEO Hüseyin Özdemir coaches as a senior coach participants of the coaching program "Generation CEO" in 2008: The initiative of Financial Times Germany and Capital offers the way for 20 managers per year into the top floor by single coachings and networking activities. "Generation CEO" is in particular financed by Bertelsmann, Haniel, Henkel, Mercedes Car Group, Otto Group, Siemens and Trumpf, which spend in total one million Euro for the program. |
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Interview with Hüseyin Özdemir, Senior Coach DBVC Dr. Karsten Roth interviewed on behalf of the oezpa publishing institute Hüseyin Özdemir about his coaching experiences with Chinese managers. The Interview was published in the Septembers release of "ManagerSeminare". Read more... |
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Employment of an organisational development training participant in OD-project in Shanghai The practice-oriented, advanced training in organisational development is a intesive learning chance for participant Mrs. Alexandra Cristobal. oezpa gives her the chance to hospitate in a Chinese OD-project in July 2008. In one week Mrs. Cristobal gets an inside view of the substantial aspects of international OD and meets the special challenges of consulting work in China. oezpa also gives participants of the next training the chance to participate and learn in concrete international projects. |
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"The possibility to have watch Mr. Oezdemir, an experienced consultant, pleased me very well. Thus I could see by training learned theory applied in practice. That gives security and makes a lot of fun!" |
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Change Management short-workshop as start of an OD-project oezpa supports the strategic conversion project of a chemical company in June 2008 with the help of a Change Management short-workshop. Participants of the workshop are the speaker of the steering committee, the direction of the project and 10 project managers. The future of the location is to be secured and developed by the project, thereby the conversion of the location strategy will help. oezpa shows the substantial success factors of such organisational change processes in an experiencable and activating way. A reflection at beginning helps to discuss openly the view of the high-carat project managers with the steering committee speaker. A sensitisation of all for the challenges takes place. It is agreed upon to company the change management in the further course of the project. |
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Leadership training in Shanghai In May 2008 oezpa trains Chinese and international managers of a German-Chinese enterprise in Shanghai. The focus of the training is situational Leadership. |
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6th ORGLAB Group Relation conference (Tavistock) oezpa convenes the staff of the 6th oezpa group relation conference in 2009. The conference will be led by Hüseyin Özdemir. The role of the deputy director will be taken over by Dr. Friedrich Wilhelm Lindemann. Info (German): Broshure ORGLAB |
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China Management Consultation oezpa conducts a 360 degree feedback process with 35 Chinese and international managers in China in June 2008. The feedback process is embedded in an organisational development process and a Leadership development program, both led by oezpa. |
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Two open space conferences in the production area oezpa conducts in Wuxi and Chouzchou a two-day open space conference with 90 coworkers at a time in May 2008. The goal is, to observe, evaluate and generate new ideas for improving the production processes of the visited enterprise. The innovative Format open space is linked through oezpa with an audit dramaturgy. Overall 150 ideas were developed at a time, which were partially converted by the present factory and production bosses immediately. |
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Three-day open space conference in historical town hall Barbara Lagler Özdemir and Hüseyin Özdemir direct an open space conference in Germany. The topic of the conference is the further increase of the efficiency of the entire location. The conference, wich is participated by 200 coworkers and high-level personnel, takes place in the historical twon hall in Giengen. Manager and coworkers from all over the world (Germany, Brazil, Turkey, Greece, Spain, China etc.) take part on the Open Space conference. The historical Atmosphere (the town hall was in earlier time a market hall) inspired the participants and contributed thereby also to the success of the total meeting. |
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oezpa on the SIETAR Podium SIETAR Germany invited Mr. Özdemir in March 2008 to the final podium discussion of its this year's conference. Topic of the podium discussion: "Authority need of participants in change processes. Further participants on the discussion were: Professor Dr. A. Moosmüller (Ludwig Maximilians university Munich, Institut for intercultural communication), K. Glatzel (Management Center Witten), Dr. M. Otten (University of Koblenz Landau), H. Jarmai (Consultant Group Neuwaldegg), K. Deiters and R. Gibson (Siemens AG). Read more... |
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"The oezpa team deals in depth with the problems of organisation and management systems with the objective to establish self learning systems." |
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SIETAR Workshop international organisational development Hüseyin Özdemir directs together with Professor Dr. Raymond Saner (professor for organisation and international management, University of Basel) a workshop to the topic "International organisational development" in March 2008. The overall topic of the conference is "Realities, Challenges and Chances for Change Processes of internationally active Organisations". |
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Future search conference in Istanbul Barbara Lagler Özdemir and Hüseyin Özdemir direct a future search conference in Istanbul in February 2008. |
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| Implementation of a competencies model
oezpa implements a competencies model for managers in a multinational company in China since February 2008. The model is based on four areas of competence. These are again divided into several single competencies. oezpa adapts this model to the interests of the Chinese subsidiary and to the Chinese culture. The implementation focuses among others on the transformation of the basis competencies to functional and managerialen positions, on the recruitment process, on the 360 degree feedback model as well as on the qualification and training concept. In a next step, after a learning phase, the model will be extended on the boni calculation and on the career process. |
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oezpa exhibition stand on SIETAR conference oezpa takes part as a intercultural institute at the SIETAR Germany conference 2008 in Bonn with its own exhibition stand. |
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2nd future search conference in China oezpa conducts the 2nd future search conference in China in January 2008. The first one was conducted by the founders of the future search method Marvin Weisboard and Sandra Janoff. Mr. Hüseyin Özdemir and Mr. Martin Schulte work within an organisation with their different stakeholders (groups of interests). Chinese collaborateurs show very high Interest and commitment in the format. Differently than in Europa the maangers are more directive and lead their coworkers through the conference. Everybody who took part in this conference was trained in strategic thinking and working. |
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| Leadership Development Program and Organizatonal Development
oezpa completes successfully the one year development program for managers of an international company in Poland in January 2008. 25 German and Polish managers were certified, among them three factory managers, the total location manager and the personnel manager. It was a modular program. Beside modern leadership theories and -methods the organizational development of the location was the focus of the qualification. Thus everybody had the opportunity to refurbish his/her leadership competencies as well as to work together as a leadershp team on questions of the organization of the location. Simultneously the teambuilding of the leadership circle and ntercultural cooperation were promoted. The program was conducted by Mr Martin Schulte, Dr. Karsten Roth, Mrs Lagler Özdemir and Mr. Özdemir. |
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Admission in Future Search Network International Mrs Barbara Lagler Özdemir, director and large group moderator with oezpa, is recorded by Marvin Weisbord in August, 2007 in the Future Search Network International. |
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Future Search method Workshop Stockholm in August, 2007: Mr. Hüseyin Özdemir (director of oezpa Ltd) moderates with the founder of the large group conference method "FutureSearch" and one of the "fathers" of modern organisational development Marvin Weisbord (76). |
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New customer's vote: Roland Hammer, project manager executive's development programs "I connect with oezpa high professionalism and technical competence in connection with a pleasantly modest appearance towards the customers. The very international alignment and perceptible practise experience of the trainer has also persuaded experienced project managers among the training participants." |
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Suppliers Open Space conference oezpa carries out in May, 2007 an Open Space conference (160 participants) within a multicorporate enterprise with 50 suppliers. Goal is to improve the logistics procsses and the cooperation with the suppliers. The saving potential is divided after a formula with the suppliers fairly. The suppliers also get to know the Open Space format and agree for their part to carry out own Open Space conferences. Then these measures are recorded in the supplier's development program of the multicorporate enterprise. |
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Develop millions saving with Open Space conference With a method of efficiency progression developed by oezpa under use of the Open Space format to Harisson Owen, a saving potential of several million euros is compiled in May, 2007 for a multinational enterprise. |
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Hüseyin Özdemir is invited in staff of the Group Relations conference of Grubb Institute, London Hüseyin Özdemir is invited in 2007 in staff of the Group Relations conference of Grubb Institute, London. |
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Project is stabilised by "oezpa system event" Dr. Karsten Roth and Hüseyin Özdemir from oezpa carry out by assignment of two leading German banks a project review about the state of a common strategical IT and outsourcing project. Within the scope of the project review a "system event" is conducted developed by oezpa based on the Group Relations approach (Tavistock method). In this systemic-analytic format the project and its steering comittee and subprojects are built up and made experienceable. By ad hoc and simultaneous consultation or interventions from oezpa the "social system" is brought in movement. Contraproductive samples are consciously disturbed by consultats as well as changes are initiated. |
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New customer's vote: Deutsche Bank, head of subsidiary Turkey "With the support of oezpa consultants as drivers of the project we could make sure that the urgency of the changes was perceived by all executives. The active participation of the people in the conversion has guaranteed that the changes are filled with life." |
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oezpa is acknowledeged as a training centre oezpa is acknowledeged in December, 2006 by the Chamber of Industry and Commerce to Cologne "as a training centre for the purposes of the Vocational Training Act". |
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Organisational development programme in Switzerland oezpa rounds off in June, 2006 a three-year organisational development programme of a Swiss company. Works took place at the level of the general managers (management Coaching), the leadership team (introduction new leadership organisation, structure and team development) and the expanded leadership team (communication, cultural development, executive's development). Employees were included by interviews, analysis mirrors / organizational diagnosis process, participation in workshops as well as communication events (e.g., World café). |
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New customer's vote: General Manager, BSW, China “By tradition and culture, an autocratic leadership style is still predominant in China. oezpa achieved in this entirely different cultural environment an acceptance and understanding for a different efficient and situational style of leadership. My colleagues are seeking eagerly the advice and coaching. With oezpa, we managed a shift from the old ways. Weare moving towards a learning organization.” |
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Customer's respect improvement by organisational development for a major bank A major bank gives oezpa in May, 2006 the order to analyse the customer's respect of two banks and their improvement demands. Intensive interviews and cognitions were brought together in an analysis document and evaluated. The feedback was given to executives of both companies at the same time. After this feedback process, which was conducted very openly and directly by request of the clients, the customer's relation could be improved about several degrees. To this first step improvement measures on both pages joined (e.g., establishment of a common "arbitration board" for conflict cases, the constitution of additional support places or the improvement of the common planning process). |
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Six-Sigma project managers will be consulted by oezpa oezpa consults a Master-Blackbelt project manager for a strategical Six Sigma corporate project. The project manager has the assignment to optimise critical business processes by order of the Chairperson of the Executive Board. In doing so he bumps into massive resistances on the part of managers and persons concerned. oezpa coaches the Master-Blackbelt in view to control this process. To the Six Sigma method: "Six Sigma-GE Quality 2000 - will be the biggest, personally most worthwhile and at the end the most profitable venture of our history. We have aimed to ourselves to become a Six Sigma-high-class company, that is: a company which produces virtually perfectly products, renders services and effects transactions." |
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Roll out the new vision to personnel with World Café oezpa gets the order in January, 2006 to communicate in Poland the new vision of a company with 2,500 employees by the method of the World Café (also called "International Café") and doing so to initiate the conversion of the vision. The project is led by Barbara Lagler-Özdemir, with support of our team colleagues Joanna Moroz, Monika Schürges and Martin Schulte. Internal presenters are trained to conduct further World Cafés independently after four pilot Cafés. |
