{"id":11648,"date":"2024-11-14T14:29:28","date_gmt":"2024-11-14T13:29:28","guid":{"rendered":"https:\/\/www.2leadership.org\/?page_id=11648"},"modified":"2025-05-21T11:03:45","modified_gmt":"2025-05-21T09:03:45","slug":"hi-im-kathrin","status":"publish","type":"page","link":"https:\/\/www.2leadership.org\/de\/team\/hi-im-kathrin\/","title":{"rendered":"Hi, ich bin Kathrin"},"content":{"rendered":"
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Kathrin-Elisabeth Noelle<\/h1>\n

Transformation Guide<\/p>\n<\/div>\n

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Enable people to discover and to realize their full potential in their organization.<\/p><\/blockquote>\n<\/h3>\n

Core Value: Creational Growth<\/h4>\n
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„A corporate brand is a promise kept\u201d was one of the first lessons I learned right at the beginning of my career as a brand consultant.<\/p>\n

It seemed so simple: define the strategy \u2013 your promise \u2013 and how the delivery should feel like \u2013 the culture.<\/p>\n

And yet, it seems that many change or transformation programs don’t work out in the end? Even though people have the needed competences, the strategy is future-proof, the implementation has been thoroughly planned and communicated across the organization?<\/p>\n

But, have the leaders in the organization \u2013 who are the ones \u201ctranslating and aligning\u201d the strategy into their teams\u00b4daily actions \u2013 been fully onboarded to the expected \u201chow\u201d and \u201cwhy\u201d?<\/p>\n

In my experience, aligning the internal stakeholder groups to the overall strategy and culture has become increasingly challenging in our present VUCA or BANI environment. The leadership teams are more and more requested to demonstrate the capability and willingness to constantly revise and adapt the way they work \u2013 leading by example.<\/p>\n

For the last 20 years I have developed HR frameworks for scaling and transforming organizations, to support the leaders to meet their strategic and leadership challenges across the hierarchical and geographical layers in the organization.<\/p>\n

When I learned about 2Leadership\u00b4s approach, it seemed as if I had finally found the missing piece of a puzzle. A 360 degree approach that would my clients to adopt a much more effective and happier leadership style – build on the experiences of 20 years of scaling and transformation organizations.<\/p>\n

I can make my greatest contribution when:<\/p>\n