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The most important outcome of the discussion was less a technical question than an attitude: it is not about “either in‑person or digital,” but about a “both‑and” approach. Institutes can choose the format that fits their situation — as long as quality and fairness are ensured: comparable criteria, good preparation of examiners, and reliable alignment of assessments. What pleased us most was the trust within the group and the great willingness to openly share concrete experiences.
Organisational Development: a third profession takes shape
Alongside coaching and supervision, we are currently developing organisational development (OD) as the third EASC profession. A small working group is driving this forward — not as a separate, isolated path, but building on what already defines coaching and supervision. OD is already outlined in the new manual; now the task is to sharpen its profile and entry pathways.
A clear self‑understanding guides this work: OD in the EASC sense remains human‑centred. It considers economy, society, and ecology together, and never loses sight of people amid structures and efficiency. A first working meeting of potential trainers will take place on 17–18 July in Berlin; by autumn, we aim to clarify the criteria enough to launch a viable pilot.
What’s next
We will meet again in person as institute representatives at the EASC Connects Congress in Budapest, where the next meeting will take place on 18 September; another will follow online in December.
We hope this small insight conveys how much care and mutual trust the institutes invest in advancing our profession.
Christoph Schalk,
Speaker of the EASC Institutes