Organisational development for future strength

Our highly dynamic, complex and volatile world is extremely challenging for companies and everyone involved.

It's not just about putting out fires. We need a high degree of organisational resilience to achieve profitable performance in the long term. Furthermore, we have to keep an eye on the future, invest and maintain the strategic course again and again.

Superior "eagle´s view" of the organisation

We can only succeed in this if we regularly take a step back, step off the hamster wheel and work together ‘on the system’.

Peter Senge coined the term ‘learning organisation’ in 1990. This is what we need today more than ever.

How well are you positioned for global developments? Which competitors are there, the well-known and the lesser-known ones? What are your challenges? How well do you succeed in implementing your strategy in your daily work? Which organisational topics keep recurring? To what extent would you and your employees ascribe to your organisation that you are well-positioned for the future?

Stronger together

Since 2008, my partners and I have been supporting companies and organisations of all sizes in:

• Developing effective management teams at all levels

• Designing strategies: How do we actually make a difference?

• and - to ensure that they are not ‘drowned’ - Implementing the strategy

• Transformation and change processes (a new self-image as a company is required, for example, even when faced with difficult decisions)

• Organisational development of individual areas or cross-functional interaction

The approach: tailor-made

After a thorough clarification of the assignment, getting to know each other and a diagnostic phase, we develop an approach in coordination with the internal stakeholders. We continually adapt this to the actual developments in the company.

A major focus is working with the management team: this is usually where the greatest leverage for all changes lies.

We use a wide range of formats, such as:

consulting, conception, coaching and moderation of:

• Strategy workshop
• Diagnosis of performance / sustainability / resilience of the organisation using semi-structured interviews
• ‘Architecture’ and planning of a change process
• Strategy implementation
• Large group formats
• Interface workshops

So somehow there is always a way that we will find together.