in an organization willing to learn, everyone learns, including us

martin fahrner, ubf

We support people and organizations in the art of working well. In our opinion, things work best when the tensions between the demands of an organization and the needs of the different people involved can be used constructively. That's why we carve out spaces in which people can clarify what is important for them as well as for their work. By combining a systemic approach with a heightened emotional awareness, we foster the development of these forums of exchange. In doing so, we interact within different organizational structures and at all levels of the hierarchy with professional confidence. We ensure that vertical communication takes place up and down the company ladder. These are the keys that open doors for successful changes.

our consulting services

organizational development

Companies and their internal units constantly have to adapt to the challenges of the market and the world in which they do business. Depending on how they are approached, these issues can be crippling or inspiring. In organizational development processes, we not only bring the skills to manage complex processes to the table, but also ideas to help integrate everyone involved (plus years of experience and lots of patience).

change management

Change happens fast in the working world. With our expert knowledge, we provide an anchor for managing change. We are convinced that the creativity, diligence and time invested at the beginning will quickly result in increased motivation and the ability to act effectively. We also channel creative impulses, for example, with theatre feedback or group sailing trips.


Conflicts are a necessary part of cooperation. We can intervene when the parties involved cannot resolve a problem on their own. Mediation is a conflict resolution process that works between individuals as well as between different departments or between suppliers and customers.

team development

We firmly believe that teams who take time regularly to reflect and improve their working relationships save time – time that would other­wise be lost through conflicts, extra steps, or even doubled work. This “team time” can be spent in a conference room...or on a sail boat, in a restaurant kitchen, or at the theatre.


Taking a step back and looking at what has been accomplished, reflecting on the way things are done and making changes, listening to colleagues and learning from each other – all this falls under the rubric of supervision.


Coaching is an ideal method for learning something new quickly and efficiently while also figuring out ways to adapt personally to changing demands at the office. Clients and coaches decide together whether coaching should take place in our office or on the job.