Starts
with you!
Good leadership doesn't start with techniques or tools, but with you. You don't need to use big words, just a clear attitude. Our workshops help you reflect on, sharpen, and develop your own understanding of leadership in a pragmatic and practical way that is helpful for you. This can involve combining self-leadership with practical leadership work in a team, being clear, realistic, and leaving room for honest discussion, where uncomfortable truths can also be addressed. It can also mean focusing entirely on yourself at first in order to lead yourself better and thus accompany others more clearly, authentically, and effectively in their work.
Coaching can accompany the workshops and support the transfer into your everyday leadership. Below are a few examples of where leadership is challenging:
Define an attitude that will empower you to reach your employees with greater effectiveness and efficiency.
Understanding your own values and principles that guide you and which only follow along, causing you to lose authenticity.
Staying focused and leading in stressful situations.
Redefining leadership—away from control and toward orientation, trust, and presence.
The workshop consists of self-reflection using specific situations from your everyday leadership experience and a targeted search for new perspectives, as well as exchanges with others to benefit from their learning experiences.
Possible workshop topics:
- Inner attitude as a basis for leadership
- Value-oriented leadership
- Giving effective feedback
- Decisions with attitude
- Leadership without authority
- Leadership in uncertain times
Reflection impulse:
- What does your team need from you right now?
- What do you need from yourself to provide this?
Authentic leadership starts with you
Bill George's concept of authentic leadership is based on four dimensions that every effective leader should consciously cultivate:
Self-
awareness
Do you recognize how your behavior affects others?
Balanced decision-
making
Do you listen to other opinions—or do you tend to listen to your inner voice?
Relationship-oriented
openness
Do you show yourself as a person, not just as a role?
Inner
compass
What do you stand for – even when it gets uncomfortable?
These four areas are not the ideal, but a defined area for development. The first step: Look. Reflect. Recognize. Do the self-check now – concrete, pragmatic, and insightful – and download the first reflection sheet directly:
And if you want to dive deeper:
Leave your email address for another self-check with further questions and concrete examples of authentic leadership in everyday life.
Why two steps? Quite simply: development takes time and space. The first check helps you recognize patterns. The second invites you to reflect with more depth and context. And the whole thing is based on sound theory, linked to your real, everyday life.
Melissa likes to say, "Authentic leadership is not a role you play. It's the way you lead yourself – so that others can follow you."
The idea behind the workshops is to spark new thoughts, views, or perspectives that trigger innovative approaches among employees. And sometimes this means designing the workshop format so that it is more than just a one-day event, allowing the fresh breeze to blow longer and channeling inspiration into lasting change.
One example of this is the workshop series based on the American bestseller How Women Rise.
The twelve paths to success based on How Women Rise
This workshop highlights typical career patterns among women. Skills that have ensured success so far are potential obstacles on the further career path. These skills were presented by bestselling authors Sally Helgesen and Marshall Goldsmith in How Women Rise.
A program aimed at women, but which offers the same benefits to men who lead teams of women. Here is an excerpt from the freemium video series in which Melissa describes who the workshop series is suitable for and why.
The program consists of:
- Four areas that women in particular can improve to their careers more momentum:
- External perception,
- Standards to self,
- Career management and
- Relationship management.
- As a one-year workshop program with monthly sessions—either virtual or on-site—we examine each behavior individually. The program can be designed exclusively for women or open to anyone interested in making collaboration more inclusive for women.
- In the form of a hybrid workshop offering, participants watch the freemium in advance and then choose which behaviors or topics they would like to explore in more depth in the workshop. Afterwards, they can work through the remaining content independently via the Ameliorate Campus.
- As an inspiration-sprint to shed light on the topic of diversity during an event.
"Take a look around your team: who are you as a community and what do you stand for?"
Strong teams and competent leaders
- What actually makes a team?
- And what makes a good leader?
Teams thrive on the dynamics between their different personalities, the strengths and weaknesses of each individual, and the ability to work together toward a common goal. Leaders, in turn, guide teams, provide them with direction, and create space for growth and development. They are like the engine that drives teams. Together, they create structures, drive innovation, work toward defined goals, and overcome challenges.
But what does it take for teams to be productive and for leadership to have a lasting impact?
Ameliorate supports both teams and managers in unlocking their full potential – with a clear focus on the three Cs: communication, collaboration, and culture. The following goals and questions are important in this context:
Strengthen teams and
grow together
- How does your team work together?
- What drives you?
- Where do your challenges lie?
- What roles do the members take on?
- How are conflicts resolved constructively?
- What makes each team member feel heard and valued?
This is exactly where our work comes in. Team workshops and group coaching are key tools in this process. We create safe spaces where teams can finally express what moves them, where they can look instead of looking away, and find new ways forward. Together with your team, we work on topics such as:
- The dynamics between different personalities and working styles,
- Methods for promoting trust and open communication,
- Strategies for conflict resolution and decision-making,
- Clear structures that enable efficient work.
The Result? A team that works well together, grows together and reaches its full potential.
Develop leadership skills and lead authentically
- What does leadership mean to you?
- How can you inspire and lead at the same time?
Leadership is not a task—it is an attitude. In addition to authority and expertise, a good leader also possesses the ability to motivate people, communicate effectively with them, and overcome challenges together. True leadership inspires, promotes potential (instead of stifling it), and navigates teams safely through turbulent changes. Our coaching sessions are for leaders who:
- want to define their role more clearly,
- want to improve their communication skills,
- and want to learn how to manage conflicts confidently.
In our coaching sessions, managers find the space they often lack in their everyday lives: time to think, reflect, and make meaningful progress. For example, we ask ourselves the following questions:
- How do I communicate clearly and authentically?
- How do I deal with conflicts and difficult decisions?
- How can I develop a leadership style that suits me and has a lasting effect?
Using psychometric tools such as DiSC, we analyze the personal preferences and behavioral styles of managers in order to develop their strengths in a targeted manner.
The Result? Confident leaders who achieve goals, inspire, motivate, and encourage employees.
Our approach – implemented in a practical way
How do we do this in practice? To strengthen teams and managers in the long term, we combine insights from organizational psychology with practical tools:
- Psychometric assessments (DiSC): These help to better understand individual and team-related behavior patterns.
- Systemic consulting: We look at individuals and the entire system. This means that we also consider interactions and dynamics within the team or organization.
- Reflection methods: Managers and teams benefit from regular reflection to question their actions and further develop themselves.
Our services are individually tailored to your needs and aim to bring about long-term change.
Coming soon...
Book your DiSC assessment now. Check back soon!
Achieve team success with Ameliorate
The Ameliorate approach is based on a combination of modern theories of team dynamics, leadership science, and organizational psychology. We place particular emphasis on the following three central pillars (three Cs) of successful collaboration. They form the foundation of our work:
- Communication: Successful teams don't just talk, they truly communicate—with clarity, empathy, and genuine listening. We use methods such as Schulz von Thun's 4-ears model. This shows how communication can be interpreted and optimized.
- Collaboration: Genuine collaboration happens when everyone pulls together – and in the same direction! We use techniques such as design thinking to promote creative collaboration and innovative problem-solving.
- Culture: A positive corporate culture emerges when values are lived, and diversity is valued. We support organizations in developing a culture that fosters a stronger sense of commitment and identification.
Whether through supervision, psychometric assessments, coaching, or customized mentoring workshops, we help you strengthen these pillars in your organization or team and anchor them for the long term.
Strengthening teams, unlocking potential
Melissa Schlimm inspires teams to surpass themselves. With her unique ability to create trust and openness, she gives teams the tools they need to:
- improve their collaboration,
- strengthen psychological safety, and
- develop a shared vision.
Her workshops help teams recognize and leverage their hidden potential in a targeted manner. Whether by promoting a deeper understanding of one another, developing shared values, or overcoming barriers to collaboration, Melissa ensures that each team member finds their place and actively contributes to the shared mission.
Her international experience in a wide variety of cultural and organizational contexts enables Melissa to unite teams from diverse backgrounds. She leverages her in-depth psychometric and methodological knowledge to develop solutions to current challenges, empowering teams for long-term resilience, continuous innovation, and sustainable success.
Stronger together: a change of perspective for successful teams
The key to successful teamwork often lies in recognizing different perspectives and actively incorporating them into the collaboration. Melissa Schlimm demonstrates to teams how they can unlock their potential through small yet effective changes in thinking and behavior. One of her core messages is that a change of perspective can open doors that previously seemed closed.
How?
Using simple yet impressive exercises, Melissa demonstrates how valuable new insights can be - for example, by consciously changing your perspective, as when you circle your arm. She applies this principle to team dynamics in order to break through entrenched patterns and provide new impetus for innovation.
This approach not only helps to overcome current challenges but also strengthens the long-term resilience and performance of a team. When teams learn to appreciate and utilize different perspectives, a culture of collaboration emerges, laying the foundation for sustainable success.
How workshops can help
Teams don't grow on their own. They need the right impetus. Our workshops focus on genuine cooperation, shared responsibility, and psychological safety. We work on dynamics, not just the surface.
Effective collaboration only occurs when trust, clear roles, and shared values align. Only then does a team truly begin to think, feel, and act together. That's why we don't focus on team games or rope jumping, but rather on analyzing what strengthens your team, identifying the sticking points, and understanding the existing challenges.
In doing so, we examine patterns, dynamics, and unspoken rules that govern everyday work. The goal is to create clarity in order to achieve greater effectiveness and genuine cooperation.
Theoretical fundaments
The Tuckman model
The Tuckman model illustrates how teams progress through distinct phases, each requiring new impetus. The workshop helps you recognize where you stand and what is missing for the next step.Team roles according to Belbin
Different team roles, such as coordinator or specialist, enable dynamics. We highlight them so that you can discuss and utilize them.Psychological Safety
(according to Amy Edmondson) Teams in which mistakes are allowed learn faster and trust each other more.Systemic teamwork
We look not only at the behavior of individuals, but also at the interaction between them, with patterns and invisible rules.Possible workshop focus areas:
- Strengthening trust and openness within the team.
- Clarifying roles and promoting a sense of responsibility.
- Recognizing conflict dynamics and making good use of them.
- Finding and living shared values.
- Improving collaboration in hybrid and interdisciplinary teams.
Reflection prompts:
- Where do you see genuine connection—and where is it just simple coordination?
- Which roles are there too many of – and which are missing?
- How do you deal with difficult issues?