Our services in the area of organizational development (OD)
As a systemic consulting institute, we support companies, teams and executives in developing and establishing sustainable solutions. Our service portfolio is based on three pillars:
We consider the overall context of all factors simultaneously and are guided by our understanding of systemic organizational development.
We design all measures in such a way that they are congruent with each other and contribute to initiating change comprehensively and holistically.
We attach importance to designing the change process in such a way that the change can also be implemented at the individual level of action and thus lead to success.
We understand cultural development as a targeted change process.
Our work usually begins with a review of the given corporate values: Are they up to date? Are they lived? Do the structures in the organization match them? Or are they just slogans that have no relevance for corporate action?
In the next step, we clarify the goals to be achieved with the cultural change.
In order to then initiate the change on all levels with a structured concept.
Together with you, we develop the vision and the central strategic goals: The target state. The entrepreneurial actions should be aligned with this in the long term.
This is followed by the thorough as-is analysis: we clarify the current situation that you need to take into account in order to achieve long-term goals.
This includes an analysis of strengths, weaknesses, stakeholders and possible development trends. We also examine key figures and include relevant benchmark studies.
Because a fresh and open view from the outside helps your company to become more efficient and successful. Because employees in the HR department, managing directors or senior executives are highly qualified experts. At the same time, they are also an integral part of the organization that needs to be changed - and are therefore always affected. External consultants have additional resources at their disposal at this point: they are neutral, have a broad knowledge of methods, as well as a free perspective on the status quo in the company. For example, they can identify unconscious aspects of the organizational culture or outdated patterns and address them honestly and openly.
We see ourselves as enablers for our customers. At eye level. We support them in analyzing and questioning the current situation. Together we find new ways. This applies in particular to the highly topical issues surrounding ► Change Management, agile organizational development and ambidextry - in other words, the ability of organizations to discover new things and at the same time use the established even more efficiently. In doing so, we benefit from our many years of experience from a wide variety of industries - a significant added value compared to internal process facilitators, consultants or trainers. In this way, we are literally closest to establishing new perspectives and firmly anchoring them in the corporate culture.Here is a selection of clients we have successfully supported
... is the basis for successful ►Change Management. This requires a particularly high degree of professionalism. Because organizational consulting takes place in a sensitive triangle: Company - Employees - Consultant. Systemic organizational development takes complex structures and their interaction into account. For us, this means:
We always analyze and develop in the overall context.
We develop sensitively and in partnership.
We act reliably and goal-oriented.
We are entrepreneurs and thus generate solutions with entrepreneurial added value.
We communicate openly and clearly.