Leadership

Leadership is also intelligent management. And much more, too. Because people cannot be managed if they don’t want to be. Leaders therefore need to win the confidence of their staff and to convince them to want to commit themselves.

This can be achieved if the leaders are aware of their responsibility for their duties and their staff and have the courage to take on this responsibility. If they are confident enough to demand a certain level of performance from their staff and to support them in achieving that level. If they communicate actively and openly with their staff, are honest and reliable and show their staff respect and concern, even and especially if things are not going as well as they should. And if they take the time to reflect on what they are doing.

We support leaders with a comprehensive range of offers:

• Leadership coaching
  We assist leaders in defining their role and in bringing their potential to life, as well as in broadening their range of behaviours and styles.

• Leadership development programs
  We design customised leadership training in cooperation with our clients, and we also facilitate training courses that have been designed by our clients: geared to the current requirements of the organisation, with the greatest possible sustainability, at all management levels, of varying length and intensity, and in all sectors.
  We also offer training on individual topics, such as communication, dealing with conflicts, presentations, meeting techniques, entrepreneurial thinking.

• Leadership tools
  We provide support in the development of management tools, for example in the development, improvement, and introduction of qualification systems or in the introduction of integrated management systems.

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