About me

Lea Dingel, systemic Coach, Team and Organizational Devlopment Consultant, Berlin

Profile

My perspective on change wasn’t formed from the outside.

For more than 20 years, I have been working with teams and organizations to shape transformation and unlock potential in a sustainable way. For 15 years, I worked in large and medium-sized companies in Germany and abroad – mainly in the transport sector, including 10 years in leadership roles as Managing Director, CFO, and CHRO. Since 2022, I have been self-employed as a passionate consultant, coach, team and organizational developer, trainer, and mediator – in my own projects as well as in collaboration with trusted partners from my professional network.

Key Qualifications & Certifications:

Systemic Personal & Business Coach (ECA/QSA)
Systemic Team Coach & Team Developer (ECA/QSA)
Trained Mediator (ZmediatAusbV)
Certified Diversity Trainer and Diversity Manager
Systemic Organizational Development
Working with the principles of Internal Family Systems (IFS)
Business Administration Graduate, Humboldt University Berlin

Working together

What you can expect.

Space.

With me, everything can be there – doubt, resistance, uncertainty, clarity. I keep the space open, without pushing or judging.

Openness over templates.

I bring experience and methodology, but no ready-made patterns and biases. I let the situation speak before I interpret it. That’s what enables depth.

Working with what’s real.

I work with what is – in you, in your team, in your organization. Everything that shows up has meaning.

Calm in friction.

Change creates tension. I stay present, even when things get uncomfortable. That’s when real growth begins.

Clarity through resonance.

I notice where movement starts or contact happens – and work from there, with awareness and in connection.

Structure in complexity.

I recognize patterns and create order, while keeping movement alive. Structure doesn’t limit – it makes complexity navigable.

Responsibility.

I hold the frame, but you shape the process. Development stays in your hands.

Authenticity.

You won’t get coaching theater or motivational showtime. You’ll get a real encounter – attentive, grounded, human. That’s where trust begins. And trust enables change.

My Background

What has shaped me.

Facilitating Change

Change has been a constant throughout my professional life. I have led transformations, built and restructured organisations, and later supported change processes from the outside. What still interests me most is what makes change effective and lasting, and how to bring people along in the process.

Lean & Continuous Improvement

I first encountered Lean Management while working in Poland, and it has been a core part of my thinking ever since. Beyond the tools, what stayed with me most is the mindset behind it: solving problems together, placing responsibility where the work happens, and shaping change in a participative way.

Leadership in Tension

I spent many years in leadership roles, across different countries, functions and levels of responsibility. I know both the scope for shaping things and the constraints and demands that come with leadership: making decisions under uncertainty, taking responsibility, and navigating conflicting interests. That experience still shapes how I think about leadership today.

Diversity & Different Perspectives

Through my own biography, things I had previously understood in more abstract terms became tangible and lived. Later, I explored diversity, unconscious bias and discrimination in depth. Today, this shapes how I look at whose perspectives are given space, which ones are overlooked, and how leaders work with difference.

Conflict & Mediation

By nature, I tend to be conciliatory and seek balance. At the same time, I have learned that conflict can be productive when differences remain visible and open to discussion. My mediation training gave me a stronger practical foundation and sharpened my sense of when tension can enable development, and when it is beginning to harden.

IFS & Inner Systems

Working with the Internal Family Systems (IFS) approach has extended my systemic perspective inward. People are no more one-dimensional than organisations are: different inner parts seek to protect us, push us forward or hold us back. This perspective helps me avoid judging behaviour too quickly and instead stay curious about the function it serves. You can read more about my work with IFS at www.ifs-coaching.berlin.

My approach

A systemic perspective shapes how I work.

A holistic view of the situation

From experience, I’m convinced: change succeeds when both external and internal dynamics are seen. I look at what surrounds your concern (structures, relationships, dynamics) and at what’s at play within you or your team (thoughts, emotions, inner parts). Each situation is unique. There’s no general “right,” only what feels fitting in its context. It’s about balancing stability and development.

You’re the expert on your solution

No one knows your situation better than you. You decide which solutions make sense. In systemic work, I trust that the necessary resources already exist – within you, your team, or your organization. Unlike traditional consulting, the solution doesn’t come from outside but unfolds from within. I provide a professional, trustworthy, and grounded framework for that process.

Opening new perspectives through questions

I work with questions that make patterns visible and open up new ways of seeing. They create movement where things feel stuck – and open spaces for clarity and decision-making. I bring structure to the process. When it’s helpful, I share observations or impulses – as an invitation, not as instruction.

Consistently solution-focused

Instead of searching for the causes of a problem, the focus shifts to what’s needed for change: What’s the next step? What’s required for things to work? The past is acknowledged, but the solution looks toward the future. This creates a process that avoids endless problem loops, bundles energy, and restores orientation.