How We’ll Work Together<\/mark><\/strong><\/h3>\n\n\n\nWe Start with Clarity<\/em><\/h4>\n\n\n\nEvery collaboration begins with a clear briefing. What do you want to achieve? When will you know you’ve succeeded? Who needs to be involved? This isn’t about rigid plans\u2014it’s about building a shared understanding of where we’re headed and what success looks like for you and your organisation.<\/p>\n\n\n\n
We Build a Container Together<\/em><\/h4>\n\n\n\nNow that we know what we will work on, we should agree on how we want to get there. What are key principles and values? How do we decide? This might sound tedious, but it’s actually quite practical: we’re making explicit the often-implicit agreements that make or break collaborative work.<\/p>\n\n\n\n
Most importantly, we do this in the spirit of doing-it-together. When challenges arise\u2014and they will\u2014we navigate them together rather than pointing fingers.<\/p>\n\n\n\n
We Focus on What Matters<\/em><\/h4>\n\n\n\nMy facilitation approach centers three interconnected pathways to meaningful change:<\/p>\n\n\n\n
\u26ef<\/strong> Building deep relations: <\/strong>within teams, between organisations, across differences. Strong relationships are the foundation for everything else.<\/p>\n\n\n\n\u26ef<\/strong><\/strong> Injecting creativity and well-being:<\/strong> because joy, playfulness, and care for ourselves and each other aren’t luxuries. They’re essential fuel for sustainable work.<\/p>\n\n\n\n\u26ef<\/strong> Delivering tangible results: <\/strong>plans, decisions, next steps, agreements, and new ways of working together. We’re here to make real change happen.<\/p>\n\n\n\nThese aren’t trade-offs. When we tend to relationships and well-being, better results emerge. When we make space for creativity and fun, concrete outcomes can flourish.<\/p>\n\n\n\n
We Share Responsibility<\/em><\/h4>\n\n\n\nSuccess (and failure) belong to all of us. This means you and your team make your own to-do lists, documentation, and follow-up reports\u2014because you know best what you need to move forward and what will actually get used.<\/p>\n\n\n\n
I’m not a consultant who writes you a polished report and disappears. My approach is learning-by-doing, where change happens one careful step after the next. I’ll support you in capturing insights and next steps, but the work stays with you, owned by the people who’ll carry it forward.<\/p>\n\n\n\n
We Work with Co-Facilitation<\/em><\/h4>\n\n\n\nI always work with at least one co-facilitator. Why? Because:<\/p>\n\n\n\n
\n- Quality<\/strong>: Two or more facilitators can read the room better, adapt faster, and hold more complexity. And they can take different roles as needed to hold a successful process.<\/li>\n\n\n\n
- Continuity<\/strong>: If one of us gets sick or has an emergency, your process doesn’t fall apart.<\/li>\n\n\n\n
- Diverse representation<\/strong>: Different perspectives, experiences, and facilitation styles serve your group better.<\/li>\n\n\n\n
- Modeling<\/strong>: We demonstrate the collaboration we’re trying to build. Having each other\u2019s back, joyful relationships, owning up to mistakes.<\/li>\n<\/ul>\n\n\n\n
This might sound expensive. But, after investing significant time and resources to bring your group together, why would you want to save costs on the facilitation that can make this a real success?<\/p>\n\n\n\n
We Invest Time Properly<\/em><\/h4>\n\n\n\nQuality facilitation requires space to breathe. My general framework for workshops, retreats, and other sessions:<\/p>\n\n\n\n
\n- Preparation<\/strong>: minimum as long as the delivery time, with bigger teams or higher complexity we need longer (e.g. 2 days for a 2-day team retreat or 6 days for a 3-day partner-building workshop)<\/li>\n\n\n\n
- Delivery<\/strong>: the workshop, retreat, or session itself<\/li>\n\n\n\n
- Aftercare<\/strong>: minimum half a day for simple documentation and debriefing, longer for more detailed reporting, recommendations or follow-up<\/li>\n<\/ul>\n\n\n\n
Aftercare includes feedback sessions, debriefing with organisers, refining documentation, and planning next steps. This isn’t luxurious padding\u2014it’s what ensures your investment actually lands and creates the lasting change you need.<\/p>\n\n\n\n
Who I Work Best With<\/mark><\/strong><\/h3>\n\n\n\nI thrive working with nonprofit leaders and teams who:<\/p>\n\n\n\n
\u2713 Are willing to shift perspectives<\/strong> and experiment<\/strong>
\u2713 Value process<\/strong> as much as outcomes
\u2713 See complexity as an opportunity<\/strong>, not just a problem
\u2713 Believe that joy<\/strong> and creativity<\/strong> are essential, not optional
\u2713 Are ready to work across differences<\/strong> in perspective, identity, and approach
\u2713 Want to build capacity<\/strong>, not just get through the next milestone<\/p>\n\n\n\nIf your organisation is genuinely curious about improving ways of working together and willing to invest the time to make change stick, we’ll likely be a good fit.<\/p>\n\n\n\n
What I Don’t Do<\/mark><\/strong><\/h3>\n\n\n\nLet me be direct about work that isn’t a good match:<\/p>\n\n\n\n
\u2717 Quick-fix workshops<\/strong>: If you’re looking for a half-day session to “solve” a deep organisational challenge, I’m not your facilitator. Real change takes real time.<\/p>\n\n\n\n\u2717 Resistance to shared power<\/strong>: If leadership wants to maintain all decision-making authority while appearing participatory, we’ll all be frustrated.<\/p>\n\n\n\n\u2717 Solo facilitation of large groups<\/strong>: Asking one facilitator to hold space for 100+ people for multiple days isn’t just exhausting\u2014it’s a disservice to participants and to your mission.<\/p>\n\n\n\n
Every collaboration begins with a clear briefing. What do you want to achieve? When will you know you’ve succeeded? Who needs to be involved? This isn’t about rigid plans\u2014it’s about building a shared understanding of where we’re headed and what success looks like for you and your organisation.<\/p>\n\n\n\n
We Build a Container Together<\/em><\/h4>\n\n\n\nNow that we know what we will work on, we should agree on how we want to get there. What are key principles and values? How do we decide? This might sound tedious, but it’s actually quite practical: we’re making explicit the often-implicit agreements that make or break collaborative work.<\/p>\n\n\n\n
Most importantly, we do this in the spirit of doing-it-together. When challenges arise\u2014and they will\u2014we navigate them together rather than pointing fingers.<\/p>\n\n\n\n
We Focus on What Matters<\/em><\/h4>\n\n\n\nMy facilitation approach centers three interconnected pathways to meaningful change:<\/p>\n\n\n\n
\u26ef<\/strong> Building deep relations: <\/strong>within teams, between organisations, across differences. Strong relationships are the foundation for everything else.<\/p>\n\n\n\n\u26ef<\/strong><\/strong> Injecting creativity and well-being:<\/strong> because joy, playfulness, and care for ourselves and each other aren’t luxuries. They’re essential fuel for sustainable work.<\/p>\n\n\n\n\u26ef<\/strong> Delivering tangible results: <\/strong>plans, decisions, next steps, agreements, and new ways of working together. We’re here to make real change happen.<\/p>\n\n\n\nThese aren’t trade-offs. When we tend to relationships and well-being, better results emerge. When we make space for creativity and fun, concrete outcomes can flourish.<\/p>\n\n\n\n
We Share Responsibility<\/em><\/h4>\n\n\n\nSuccess (and failure) belong to all of us. This means you and your team make your own to-do lists, documentation, and follow-up reports\u2014because you know best what you need to move forward and what will actually get used.<\/p>\n\n\n\n
I’m not a consultant who writes you a polished report and disappears. My approach is learning-by-doing, where change happens one careful step after the next. I’ll support you in capturing insights and next steps, but the work stays with you, owned by the people who’ll carry it forward.<\/p>\n\n\n\n
We Work with Co-Facilitation<\/em><\/h4>\n\n\n\nI always work with at least one co-facilitator. Why? Because:<\/p>\n\n\n\n
\n- Quality<\/strong>: Two or more facilitators can read the room better, adapt faster, and hold more complexity. And they can take different roles as needed to hold a successful process.<\/li>\n\n\n\n
- Continuity<\/strong>: If one of us gets sick or has an emergency, your process doesn’t fall apart.<\/li>\n\n\n\n
- Diverse representation<\/strong>: Different perspectives, experiences, and facilitation styles serve your group better.<\/li>\n\n\n\n
- Modeling<\/strong>: We demonstrate the collaboration we’re trying to build. Having each other\u2019s back, joyful relationships, owning up to mistakes.<\/li>\n<\/ul>\n\n\n\n
This might sound expensive. But, after investing significant time and resources to bring your group together, why would you want to save costs on the facilitation that can make this a real success?<\/p>\n\n\n\n
We Invest Time Properly<\/em><\/h4>\n\n\n\nQuality facilitation requires space to breathe. My general framework for workshops, retreats, and other sessions:<\/p>\n\n\n\n
\n- Preparation<\/strong>: minimum as long as the delivery time, with bigger teams or higher complexity we need longer (e.g. 2 days for a 2-day team retreat or 6 days for a 3-day partner-building workshop)<\/li>\n\n\n\n
- Delivery<\/strong>: the workshop, retreat, or session itself<\/li>\n\n\n\n
- Aftercare<\/strong>: minimum half a day for simple documentation and debriefing, longer for more detailed reporting, recommendations or follow-up<\/li>\n<\/ul>\n\n\n\n
Aftercare includes feedback sessions, debriefing with organisers, refining documentation, and planning next steps. This isn’t luxurious padding\u2014it’s what ensures your investment actually lands and creates the lasting change you need.<\/p>\n\n\n\n
Who I Work Best With<\/mark><\/strong><\/h3>\n\n\n\nI thrive working with nonprofit leaders and teams who:<\/p>\n\n\n\n
\u2713 Are willing to shift perspectives<\/strong> and experiment<\/strong>
\u2713 Value process<\/strong> as much as outcomes
\u2713 See complexity as an opportunity<\/strong>, not just a problem
\u2713 Believe that joy<\/strong> and creativity<\/strong> are essential, not optional
\u2713 Are ready to work across differences<\/strong> in perspective, identity, and approach
\u2713 Want to build capacity<\/strong>, not just get through the next milestone<\/p>\n\n\n\nIf your organisation is genuinely curious about improving ways of working together and willing to invest the time to make change stick, we’ll likely be a good fit.<\/p>\n\n\n\n
What I Don’t Do<\/mark><\/strong><\/h3>\n\n\n\nLet me be direct about work that isn’t a good match:<\/p>\n\n\n\n
\u2717 Quick-fix workshops<\/strong>: If you’re looking for a half-day session to “solve” a deep organisational challenge, I’m not your facilitator. Real change takes real time.<\/p>\n\n\n\n\u2717 Resistance to shared power<\/strong>: If leadership wants to maintain all decision-making authority while appearing participatory, we’ll all be frustrated.<\/p>\n\n\n\n\u2717 Solo facilitation of large groups<\/strong>: Asking one facilitator to hold space for 100+ people for multiple days isn’t just exhausting\u2014it’s a disservice to participants and to your mission.<\/p>\n\n\n\n
My facilitation approach centers three interconnected pathways to meaningful change:<\/p>\n\n\n\n
\u26ef<\/strong> Building deep relations: <\/strong>within teams, between organisations, across differences. Strong relationships are the foundation for everything else.<\/p>\n\n\n\n \u26ef<\/strong><\/strong> Injecting creativity and well-being:<\/strong> because joy, playfulness, and care for ourselves and each other aren’t luxuries. They’re essential fuel for sustainable work.<\/p>\n\n\n\n \u26ef<\/strong> Delivering tangible results: <\/strong>plans, decisions, next steps, agreements, and new ways of working together. We’re here to make real change happen.<\/p>\n\n\n\n These aren’t trade-offs. When we tend to relationships and well-being, better results emerge. When we make space for creativity and fun, concrete outcomes can flourish.<\/p>\n\n\n\n Success (and failure) belong to all of us. This means you and your team make your own to-do lists, documentation, and follow-up reports\u2014because you know best what you need to move forward and what will actually get used.<\/p>\n\n\n\n I’m not a consultant who writes you a polished report and disappears. My approach is learning-by-doing, where change happens one careful step after the next. I’ll support you in capturing insights and next steps, but the work stays with you, owned by the people who’ll carry it forward.<\/p>\n\n\n\n I always work with at least one co-facilitator. Why? Because:<\/p>\n\n\n\n This might sound expensive. But, after investing significant time and resources to bring your group together, why would you want to save costs on the facilitation that can make this a real success?<\/p>\n\n\n\n Quality facilitation requires space to breathe. My general framework for workshops, retreats, and other sessions:<\/p>\n\n\n\n Aftercare includes feedback sessions, debriefing with organisers, refining documentation, and planning next steps. This isn’t luxurious padding\u2014it’s what ensures your investment actually lands and creates the lasting change you need.<\/p>\n\n\n\n I thrive working with nonprofit leaders and teams who:<\/p>\n\n\n\n \u2713 Are willing to shift perspectives<\/strong> and experiment<\/strong> If your organisation is genuinely curious about improving ways of working together and willing to invest the time to make change stick, we’ll likely be a good fit.<\/p>\n\n\n\n Let me be direct about work that isn’t a good match:<\/p>\n\n\n\n \u2717 Quick-fix workshops<\/strong>: If you’re looking for a half-day session to “solve” a deep organisational challenge, I’m not your facilitator. Real change takes real time.<\/p>\n\n\n\n \u2717 Resistance to shared power<\/strong>: If leadership wants to maintain all decision-making authority while appearing participatory, we’ll all be frustrated.<\/p>\n\n\n\n \u2717 Solo facilitation of large groups<\/strong>: Asking one facilitator to hold space for 100+ people for multiple days isn’t just exhausting\u2014it’s a disservice to participants and to your mission.<\/p>\n\n\n\nWe Share Responsibility<\/em><\/h4>\n\n\n\n
We Work with Co-Facilitation<\/em><\/h4>\n\n\n\n
\n
We Invest Time Properly<\/em><\/h4>\n\n\n\n
\n
Who I Work Best With<\/mark><\/strong><\/h3>\n\n\n\n
\u2713 Value process<\/strong> as much as outcomes
\u2713 See complexity as an opportunity<\/strong>, not just a problem
\u2713 Believe that joy<\/strong> and creativity<\/strong> are essential, not optional
\u2713 Are ready to work across differences<\/strong> in perspective, identity, and approach
\u2713 Want to build capacity<\/strong>, not just get through the next milestone<\/p>\n\n\n\nWhat I Don’t Do<\/mark><\/strong><\/h3>\n\n\n\n
![\"\"](\"https:\/\/i0.wp.com\/sietsma.de\/wp-content\/uploads\/2025\/11\/Jotham-MitOst-Camp-Berlin-At-Work.jpg?resize=683%2C1024&ssl=1\")
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