Systemic Mandates

When is this Work Appropriate?

• Decisions have been formally taken but lose their impact
• Leadership bodies carry tensions that cannot be openly named
• Responsibility is distributed but not effectively assigned
• Organisations are caught between an old order and a new structure

What a Mandate Means in Substance

• Responsibility is assumed for a clearly limited period of time
• The focus is on clarification, not on providing solutions
• An external position, not consultancy
• A clear return of responsibility at the end of the mandate

• Working with structures, roles and relationships
• Making implicit dynamics visible
• Clarifying decision-making spaces

Change processes such as reorganisations or the introduction of new leadership structures often trigger resistance, whether passive or active. Leaders increasingly find themselves under pressure to fulfil operational responsibilities while simultaneously holding the emotional dynamics of their teams. In this field of tension, overload can quickly arise, often accompanied by inner issues that extend beyond the professional context.

Approach & Pathways to Clarification

• Phase 1: Mandate clarification
• Phase 2: Systemic diagnosis
• Phase 3: Making the blockage visible
• Phase 4: Clarification and return of responsibility
• Phase 5: Conclusion

I would be pleased to arrange an initial exploratory conversation to identify your objectives and the organisational clarifications required.
For individual appointment scheduling, please feel free to contact me by 

telephone on +49 162 152 2702 or by 

email at pascal@aufstellungen-schulz.de