Organisational Development

Maintaining a Competitive Edge with Change Intelligence

Systemic Organisational Development

Systemic organizational development means anchoring an optimal fit between strategy, structures and management practices in your organizational design. In change processes there are, however, no simple if-then rules. Systemic organizational development therefore also requires a professional understanding of the relevant contextual factors, a pragmatic sense for the decisive levers and innovative ideas.

Systemic Consulting

Organizations are complex systems. Change measures that have a deep and lasting impact successfully address this complexity.

Change Management

@ ChangeLab Organisationsberatung

 
 

Designing Organisational Development

We understand your developmental goals with a differentiated understanding of relevant context factors. On this basis, we develop measures that are precisely tailored to your strategic goals and your operational business. Successful change also requires a balanced combination of stringency and adaptability. With much constructive energy and, if necessary, a pinch of persistence, we ensure that the change measures are implemented and regularly evaluated.

Change Expertise

With accompany you through all phases of your organisational development process with our organizational and change expertise as consultants, process facilitators and trusted sparring partners.

Agile Practices and Structures

Agile tools and practices encourage team autonomy and ownership, empowering individuals to make decisions and take responsibility for their work. We help you integrate agile tools and practices into existing workflows, ensuring that your teams implements them effectively, improving both accountability and internal collaboration und thereby enhancing the innovative capacity of your whole company.

Konstruktive Führungskultur entwickeln

Leadership Culture

Harnessing the Power of Leadership Culture

There is hardly any area of cooperation that remains untouched by a company's leadership culture. Developing your company's leadership culture therefore means harnessing the power of a constructive leadership culture to unleash your company's full potential. 

Trying to change a management culture by decree, however, is doomed to failure from the outset. So what viable alternative is there? How can you succeed in developing your company's leadership culture?

Aligning your Mission Statement with your Leadership Practices

Successfully developing your leadership culture requires an attractive mission statementTo enable sustainable change at the behavioral level, you also need leadership practices that are well aligned with the new mission statement. However, living a constructive leadership culture is not just a question of the right leadership practices.A decisive aspect of successful leadership culture development is also a leadership mindset aligned with your mission statement.

Leadership Development as Integral to the Process

Aligning leadership practices with your mission statement is a good start. It is,however, also crucial to take the next step. Why? Because real change inevitably results in a discrepancy between wanting to and being able to. Real change therefore requires both leadership development measures and collaborative spaces in which goals and development paths are regularly evaluated.

Creating a Road Map for the Development of your Leadership Culture

Together we develop a road map for establishing a leadership culture in sync with both your the goals and values and the operational challenges of your company.

Feedback Culture

Feedback Culture

Building a constructive feedback culture is a matter of combining a climate of mutual appreciation with an open and constructive discussion of problems. Institutionalizing a constructive feedback culture requires both individual empowerment and the right feedback formats.

Strategic Positioning

Strategic Positioning

In a fast-paced competitive environment, companies need clear strategic goals to succeed. Implementing strategies is, however, always a complex process. Using the expertise of all relevant stakeholders in an integrative strategy development process is key to managing this complexity. Use our expertise in strategic positioning to accelerate your success.

Intercultural Cooperation

Intercultural Cooperation

In our globalised world intercultural contexts permeate many aspects of our working lives. Working in an intercultural context bears both chances and risks. We help you understand intercultural differences, explore opportunities for collaboration and establish a common understanding of shared values and professional norms.

Meeting Management

Meeting Management

In an increasingly complex working environment, well-coordinated meeting structures are indispensable. We help you to reduce your coordination costs by implementing efficient coordination and decision-making processes.

Interface Management

Interface Management

Smooth processes at the interfaces between teams and company divisions are crucial for successful collaboration. Together, we identify areas of tension, create clarity in roles and responsibilities and develop practical solutions.

Conflict Management

Conflict Management

The longer a conflict remains unresolved the more entangled, messy and taxing it becomes. We help you understanding the underlying issues and find lasting solutions.

Strategic Positioning

In a fast paced competitive environment, companies need clear strategic goals to succeed. Implementing strategies is, however, always a complex process. Using the expertise of all relevant stakeholders in an integrative strategy development process is key to managing this complexity. Use our expertise in strategic positioning to accelerate your success.

Feedback Culture

Building a constructive feedback culture is a matter of combining a climate of recognition and mutual appreciation with a clear and actionable evaluation of performance. We help establish constructive feedback practices as an integral part of your company culture.

Intercultural Cooperation

In our globalised world intercultural contexts permeate many aspects of our working lives. Working in an intercultural context bears both chances and risks. We help you understand intercultural differences, explore opportunities for collaboration and establish a common understanding of shared values and professional norms.

Meeting Management

An increasingly complex and dynamic market environment requires well-tuned meeting structures. We help you reduce coordination costs and establish effective decision making processes.

Team Development

Establishing a cooperative, trust based working climate in your teams improves employee satisfaction and lays the groundwork for a healthy organisational culture.

Conflict Management

The longer a conflict remains unresolved the more entangled, messy and taxing it becomes. We help you understanding the underlying issues and find lasting solutions.

Success is less and less an accomplishment of lonely heros. In an increasingly complex and dynamic world companies need the collaborative ressources of well functioning teams.

Team Development

Creating a Healthy Team Environment

Highly motivated employees, a cooperative work atmosphere, a deeply held commitment to common team goals, accountability and a solution oriented mindset - things both team leaders and most team members long for.

Teamentwicklung Berlin

Identifying Dysfunctional Team Patterns

Teamwork, however, doesn’t always meet the desired and necessary standards. Never ending discussions with ambiguous results, unclear responsibilities, an ineffective workflow – stress factors that have high costs. Among the most typical costs are bottle necks, high mistake margins and frequent team conflicts.

Implementing Team Development Measures

With the right teambuilding measures, you promote a results-oriented cooperation in which your team can develop its full potential. Together we develop team building measures tailored to your specific team history, team composition and your concrete development goals. These often include the following: 
 
  • defining team goals
  • identifying dysfunctional team patterns
  • activating team resources
  • defining rolls and
    responsibilities
  • optimizing team coordination 
  • establishing a constructive feedback culture

Getting in touch:

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