Organisations are webs of relationships in which desires, anxieties, rivalries, and loyalties shape what happens just as much as org charts and strategy documents. What repeats itself in meetings, what cannot be said aloud, what leaves a leader exhausted or a team paralysed – these things usually have a history that runs deeper than the visible surface of organisational life.

Psychoanalytic organisational consulting takes this deeper dimension seriously. It does not only ask: what needs to change? – but also: what keeps things as they are? What unconscious dynamics are binding energy that is needed elsewhere?

What Psychoanalytic Organisational Consulting Is – and Is Not

Psychoanalytic organisational consulting is not therapy for institutions. It translates psychoanalytic thinking into the context of organisations, teams, and leadership: attentiveness to transference and countertransference, to patterns of repetition, to what wants to be said but cannot find its way into speech.

Unlike conventional management consulting, the focus is not on efficiency gains or process optimisation, but on understanding the emotional and relational logic that holds an organisation together – or pulls it apart. Not advice, but reflection. Not solutions imposed from outside, but a process through which organisations recover their own capacity to act.

My Approach

I bring to organisational consulting many years of experience as a psychoanalyst, supervisor, and researcher. My theoretical foundation is Freudian and Lacanian psychoanalysis, combined with systemic and socioanalytic thinking as developed within the International Society for the Psychoanalytic Study of Organizations (ISPSO) – an international professional society whose Board of Directors I have served on since 2024.

At the core of my consulting work is a conviction I have explored at length in my academic and essayistic writing: that workplaces are always also relational places – sites where identifications, desire, competition, and ideals become operative, and which can only be shaped productively when this dimension is included rather than set aside.

Who I Work With

I work with executives who want to understand the unconscious dimensions of their role, their authority, or their relationships within an organisation – with teams caught in conflict, stagnation, or change processes whose dynamics can no longer be resolved from within – with organisations and institutions that want to accompany cultural or structural transformation while attending not only to what is visible, but also to what is implicit and unspoken – and with consultants, coaches, and leadership developers who wish to deepen their own practice through supervision or conceptual reflection.

Formats

Organisational consulting can take a variety of forms: individual conversations with leaders, team sessions, longer-term accompanying processes, or group workshops. I also facilitate Group Relations Conferences – a format rooted in the tradition of the Tavistock Institute, which makes unconscious group and organisational dynamics available for direct experience and reflection.

Sessions are available in English or German, either at a suitable place or at your organisation.