Sylvana Grabitzki



Methods and transfer

A small number of essential concepts form the backbone and core of my actions

Resource activation, solution orientation, experiential orientation

... are my fundamental working hypotheses.

I am deeply convinced by the effectiveness of these approaches - thanks to the many years of supportive guidance, coaching, and consulting. Resource activation is based on the assumption that people have all the necessary resources in them, although there may be times and contexts where they cannot access them. Appropriate competences can be reactivated.

Consistent solution orientation results in the power to change. "Who wants to change, seeks solutions; who does not want to change, seeks reasons", so the smart slogan. The famous quotation "all knowledge is experience" by Jean Piaget is also impressively demonstrated by brain research. Experience is far and away the best teacher!

These three basic working hypotheses perfectly match the central mechanisms of action for success which Professor Klaus Grawe elaborated in his seminal meta-analysis of 897 efficacy studies.

Experiential learning

... clearly states: people learn best when they are active themselves.

Whenever people get their own hands on something, when they get inside it and feel with heart and mind, the chance of "learning" is high, the learned material is integrated into the behavioural repertoire ("do it yourself").

That is why we work intensively with practical exercises and "staged" learning situations which place high demands. Informal, motivating, and constructive learning characterizes the learning atmosphere, and creates a high retention rate with a sustainable transfer into everyday life.

do it yourself 90%

say it 70%

listen and watch 50%

watch 30%



Brain-friendly learning

Results from modern brain research support the approach of experiential learning and confirm:

People learn best when ...

  • they are active themselves
  • something is new, meaningful and challenging
  • they are learning with all senses
  • a positive learning environment exists
  • errors are allowed (trial-and-error culture)
  • metaphors, examples, and stories are used
  • learning follows guided structures - that is, first the overview, then the details


Facilitate a group process

... means for me: creating a balance between goal management on the one hand, and the level of relationship, method, and the group on the other.

By the deliberate selection of my observations and then implementing them into appropriate action impulses and interventions, I can optimally support the goals of the participants. A successful process design can be seen in the fact that the participants appreciate the goal direction, the high emotional density, and the fun aspect.