Cooperation and teamwork
In productive teams and working groups each member makes his or her contribution and staff and managers take on the responsibility for common goals. Tasks and areas of responsibility are clearly defined, communication is open and respectful, and any problems or differences of opinion are actively addressed.
Wherever people work together, crises may arise, despite the greatest efforts of all concerned, or bad habits may creep in. Adapting to changing conditions can also become a major challenge. Trust and motivation may decrease. It is often difficult to free yourself from such a stressful situation on your own.
We are well acquainted with the requirements of effective teamwork and with the dynamics of team processes and have the necessary knowledge and methodologies as to how these processes can be reflected, properly influenced and, if necessary, redirected.
We take on the following tasks on behalf of our clients:
- consulting and training for managers in the development of teams, groups or working groups
- drawing up and facilitating team development processes
- facilitating workshops: defining the present situation, clarifying mandates, roles, tasks, and processes; reviewing current dynamics, conflict resolution
Marc Wülser
Wülser Inversini Organisationsberatung GmbH
«My gaze is open like a sunflower... I have the habit of wandering along the streets, looking to the right and to the left, And sometimes back...» (Alberto Caeiro)
Curiosity guides me in my work with individuals, teams, and organisations. In every mandate there are stories, convictions, but also uncertainties. These need to be explored and considered in development processes. In the process, diverse patterns and different assessments often emerge: should we do this or that, continue as before or head for new shores, do we go step by step or take the big leap? Individual wishes and needs, dynamics in teams as well as environments, and goals of the organisation must be aligned. This rarely works without contradictions, which is completely normal. I see it as an important aspect of my consulting work to highlight the associated differences and to make them useful for clients. I like to work in a concept-oriented way, but without prescriptions and always remaining focused on the specific concerns of the clients.
Professional background
- Co-owner of Wülser Inversini Organisationsberatung (since 2011)
- Partner in the Institut für Arbeitsforschung und Organisationsberatung in Zurich (2009–2011)
- Organisational consultant and project manager at the Institut für Arbeitsforschung und Organisationsberatung in Zurich (2001–2009)
- Various teaching posts, including at the Fachhochschule Nordwestschweiz and the University of Luzerne (since 1999)
- Scientific assistant at the Stiftung Arbeitsforschung in Zurich (2004–2007)
- Assistant researcher and lecturer with the Lehrstuhl für Arbeits- und Organisationspsychologie at the University of Berne (1998–2001)
- Machine draughtsman and builder at Sulzer in Zuchwil and Bystronic Maschinen AG in Bützberg (1986–1994)
Educational background
- Regular further training courses in seminars, specialist coaching, supervision and learning groups
- PhD in Psychology, thesis in Strain and Burnout in human service work, supervised by Prof. Eberhard Ulich at the University of Potsdam (2006)
- Studies in industrial and organisational psychology and economics at the University of Berne (2001)
- Apprenticeship as a machine draughtsman (1986)
Clientèle
- Public administration and administration-related organisations
- Social and health care organisations
- Associations and foundations
- Profit and non-profit sector
Main areas of research
- Occupational health management, health-promoting organisational and work design, burnout prevention