Donation Ceremony with Christina Studte, Carola Bach from pme, and Eva Funk
News

pme Donates: NUSZ e.V. — A Children's Farm in the Heart of Berlin

We hope that even 30 years from now, former children will still say, “That was an important place in my childhood.”​​​​​​​

It’s a little oasis for children amid the hustle and bustle of the big city: the children’s farm at the Ufa-Fabrik in Tempelhof. Here, children can care for animals, learn responsibility, and—far from the pressure to perform at school—find some peace and quiet. In 2025, the children’s farm received a donation of 10,000 euros from pme Familienservice. We spoke with Christina Studte from NUSZ e.V. and Eva Funk, director of the children’s farm. 

(Pictured, from left to right): Christina Studte, pme donation sponsor Carola Bach, and Eva Funk.

The UFA-Fabrik is a diverse place. How is the children's farm integrated into it?

NUSZ: The ufafabrik grounds are home to various initiatives and organizations offering a wide range of programs and activities, including ufafabrik e.V. and the International Cultural Center, which features a children’s circus, cultural events, and much more. The grounds are also home to the Neighborhood and Self-Help Center at the UFA-Fabrik e.V., which includes the Family Meeting Place and plays a major role in community outreach.

We work in partnership with an independent school located on the same grounds. We are separate institutions, but we share space. The children’s farm thus also serves as a “schoolyard” and a place of learning for the students.

At the same time, we see ourselves as part of a larger network: Through the neighborhood and self-help center, we can connect families to additional services and support in the neighborhood when needed—which is especially valuable for single parents whose children come to us.

What animals live on the children's farm?

We have several ponies—two that we actively work with, and two retired ponies that we, of course, take care of. We also have rabbits, guinea pigs, chickens, geese, three turtles, ferrets, and two bee colonies living here.

A beekeeper takes care of the bees, but they're obviously part of the family—and sometimes they make quite a racket. 


The children's farm is home to lots of animals that are lovingly cared for.

The children's farm is funded by the Youth Welfare Office. Is that enough to keep it running?

We receive annual funding from the Youth Welfare Office as a children’s recreational facility. This is very important and covers the costs of our educational staff, but unfortunately not the care of the animals, which is at the heart of our work. This is very labor-intensive and costly. For years, our biggest challenge has been covering the ongoing costs of food, veterinary care, animal care, and housing. 

That is why we are developing additional sources of income: childcare centers school classes that visit us in the morning pay a participation fee. Without donations and this additional income, caring for the animals the way we do here would not be possible. The program is free of charge for children in the afternoon.

What exactly does your offering look like—and who is it intended for?

Our main activity time is in the afternoon, when we offer open children’s and youth programs: Children and teens—mostly between the ages of 6 and 14—can simply come by, spend their free time on the farm, and take on responsibilities through activities like pony time.

On weekends, the farm is also open in the afternoon to families and other visitors, and we host a family afternoon. During school breaks, we stay open longer; many children stay all day, and we cook and eat together and organize special activities like a tent week.

Despite this openness, the children’s farm remains a safe space: as “adult-free” as possible, in a positive sense. The children should be among themselves, shape their own space, and feel safe—the adults are available in the background, but the children are the focus.

Do the children actually take advantage of this opportunity to strike up a conversation?

Yes, definitely. We often hear that children who tend to rub people the wrong way or “don’t quite fit in” elsewhere really thrive with us. That’s the great strength of open children’s and youth programs: Participation is voluntary, the setting is different, and the children can get involved at their own pace.

The animals are a huge help in this regard—they don’t judge and react immediately, which creates special connections.
Many children experience the children’s farm as a “third place” alongside their home and school—a place where they are taken seriously, where they can feel at home, and where they can simply be themselves.


Laika the pony urgently needed a medical inhaler. She is doing better now.

How were you able to Familienservice the donation from pme Familienservice ?

Part of the donation went directly toward purchasing a medical inhaler for our pony, Laika. Due to summer eczema, her mucous membranes are under particular strain. To prevent a chronic respiratory condition, she needs to use the inhaler during acute episodes. The special equine inhaler costs around 2,000 euros and is an important investment in her long-term health.

The rest of the donation helps us with day-to-day expenses in areas where there are always “little projects” to tackle: food and veterinary costs, art supplies for the children, potting soil and seeds for our raised beds, or a freshly painted fence. Over the course of the year, these costs really add up. Without donations like those from pme Familienservice , we Familienservice hardly Familienservice maintain the farm as it is today.

What are your hopes for the future of the children's farm?

We hope to ensure the long-term future of our animal care program—because without animals, the children’s farm simply wouldn’t be possible. And we hope that many children will continue to experience this place as “their” place: a place where they can take on responsibility, experience nature, build relationships with animals, and feel welcome even when they have worries.

And, of course, we very much hope that policymakers and society will take the value of such places for children seriously—and provide them with appropriate financial support.

We’d also love to make our long history more visible: The children’s farm is one of the oldest facilities in the organization, with a history dating back to the 1980s. For next year’s 40th anniversary, for example, we’re thinking about putting together a small photo exhibition titled “Then and Now.”

Above all, though, we hope that even 30 years from now, former children will still stop by here and say, “This was an important place in my childhood.”

Social commitment of the pme Familienservice

The "pme donates" fundraising campaign has been running for five years, giving pme team members the opportunity to nominate charitable organizations in the fields of "international development aid," "social work," "climate and animal protection," and "culture" for a donation that they actively support. All team members then vote on the organizations they want to support. The organizations with the most votes receive a donation from pme Familienservice.

In 2025, five national and international organizations received a total of €50,000 in donations—a joint demonstration that social engagement is an integral part of pme's corporate culture.

zero How ILB makes employees crisis-proof

The ILB building in Potsdam
Leadership & HR

Strengthening team resilience: How ILB makes employees crisis-proof

In this interview, Kathleen Wiesener, HR Development Officer at the Investitionsbank des Landes Brandenburg (ILB), sheds light on the importance of a strong team spirit and how targeted measures such as coaching, feedback culture and external moderation help to strengthen employees. She explains which strategies ILB uses to create a resilient working environment in which employees receive the support they need to be successful in crisis situations.

What does ILB mean by team resilience and why is it particularly important for the company?

For us, team resilience means the ability of a team to overcome challenges, crises or stressful situations together and emerge stronger. This includes cohesion, mutual support, good communication and trust within the group. A resilient team can adapt quickly to new circumstances and remains productive even in difficult times.

What specific challenges do you face in strengthening the resilience of your teams?

Digitalization presents our employees with considerable adjustment requirements. In addition, there are frequent reorganizations, for example due to new guidelines or efficiency measures. There is also a high workload in many areas due to sickness absences or unfilled expert positions as a result of the shortage of specialists.

How have you anchored the topic of team resilience in your organization?

ILB recognized team cohesion and resilience as key issues many years ago. We offer our employees systematic support from coaches and trainers from the pme Academy. We have succeeded in raising awareness among managers that good team dynamics promote well-being. This leads to fewer conflicts and less sickness-related absences and strengthens the team's performance.

How does the cooperation with the pme Academy work?

The pme Academy supports us in the organization of team meetings and the moderation of larger workshops - ranging from small teams of 4 people to entire areas with 80 participants. We also work together with their conflict moderators. Managers are part of the system and therefore cannot mediate neutrally, which is why external support is very valuable. There are also preventative offers that enable managers and employees to address conflicts and provide feedback.

Unleash the full potential of your managers and teams now.

Our trainers and coaches at the pme Academy support you in difficult transformation and change processes or analyze together how you can make even better use of your team's strengths. 

More information on the seminars and training courses: pme Academy

What effect do these offers have on your employees?

Our employees find these offers very helpful. They appreciate being able to talk about team spirit away from the daily work routine. Since the coronavirus pandemic, many have been working from home, which has led to fewer informal meetings and more social distancing. Hybrid or digital meetings are often very business-oriented, but personal interaction is crucial to strengthen bonds and a sense of community.

How do managers specifically support their teams in difficult times and ensure a resilient working environment?

We promote a sense of unity in a variety of ways in order to strengthen cooperation. Together with the workforce, we have developed guidelines for transparent, constructive communication, a lively feedback culture and cross-divisional collaboration.
Not only managers but also employees are responsible for regularly discussing and reflecting on these values. Regular team events offer the opportunity to maintain personal connections despite hybrid working models and to discuss common interests beyond work content.

What measures do you take to ensure that employees dare to speak openly about challenges or mistakes?

Dealing constructively with mistakes and challenges is firmly anchored in our vision of a learning organization. We promote transparency and encourage our managers to support their employees and adopt a solution-oriented approach instead of looking for someone to blame.

How does this work in practice? Are there tools and techniques for systematically talking about setbacks and mistakes?

We systematically integrate the topic of feedback into our annual appraisals and thus repeatedly raise awareness of its importance. There have also been campaigns on how to give constructive feedback, with newsletters, postcard campaigns and training measures.

What programs, training or resources do you offer to continuously promote the resilience of teams and individuals?

In addition to various communication training courses, such as conflict management, we offer teams the opportunity to call in external mediators or moderators for team building in times of crisis. The pme Familienservice is an important partner here.
In addition, all managers have the opportunity to choose a coach to support them in challenging situations. In day-to-day work, it's often all about the "what" and less about the "how". When a team is reassembled or a new manager is appointed, we support the process with targeted guidance.

How do you ensure that employees are not overwhelmed in stressful phases and remain productive?

Stress management is a key issue that we support through training for both our employees and managers. It is an essential part of management development so that they can protect themselves and their teams from overload and manage crises in a targeted manner. We also offer social counseling and practical support in difficult private and professional situations via an external partner.

We are currently experiencing a very strong polarization in society. Is this also noticeable in your teams? Are the conflicts growing?

My perception is that we are very reluctant to talk about politics, possibly to avoid conflict. I can only speak for my team here: It is very important to us to treat each other with respect, and that includes respecting different opinions. One example was the vaccination debate during the coronavirus pandemic, where there were both supporters and opponents. I experienced a lot of tolerance. Good cooperation is important to us and helps us to overcome crises together.