Organisational Consulting

Designing Resilient and Adatptable Organisations

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Developing Organisations

Maintaining a competitive edge in highly dynamic market environments requires adaptability and change intelligence. Real change is based on a professional understanding of relevant context factors. Together we develop solutions that have a deep and lasting impact.

Organisational Development

Organisational development means realigning
structures, processes and leadership practices.

We view your organisation with a professional understanding of the complex interdependencies between structures, processes, leadership practices, group dynamics and performance. Mindset, behavior and performance: Together we implement changes that have a deep and lasting impact. Real change means the courage and willingness to depart from well trodden-paths. With pragmatism, constructive energy and a grain of tenacity we help you evolve into the organisation you want to be.

Strengthening the Agility of Your Company

Transferring responsibility to teams and individual employees is key to maintaining a competitive edge in highly dynamic markets. Without the right mindset and a deep understanding of the underlying principles, the attempt to become more agile, however, quickly spirals into ad hoc decision making and management by chaos. I help you design tools and practices that facilitate effective decision making processes with a high degree of transparency. Together we lay the groundwork for an agile organization built on the principles of commitment, transparency and adaptability.

Leadership Culture

 

Defining a leadership culture by decree makes as little sense as basing it on the 10 commandments. So what can you do to develop a leadership culture that has a positive impact?

Becoming the organisation you want to be: Successfully developing your leadership culture requires clear developmental goals. These goals are often based on the identification of values that should function as guiding principles. Sometimes the starting point is the definition of the WHY or purpose of the organisation. I recommend a somewhat different approach. Meaningful leadership development need to be based on an analysis of the real leadership challenges your leaders face in their everyday work lives. The next step is to analyze what antipatterns have evolved in dealing with this challenges. You then have exactly what you need to develop your "away from" motivation and your "towards" motivation. What antipatterns do you want to prevent? What mindset, behaviour and values do you want to become a part of your lived culture? This experience based approach enables you to develop a leadership mission statement that does justice to the real leadership challenges your executives face.

Empowerment: Real change inevitably means being confronted with a discrepancy. While perhaps genuinely wanting to live the mindset and values you developed together they will not necessarily have the skills it takes to do this. In order to close this gap I design leadership programmstailored to the specific leadership challenges and developmental goals of your organisation. Successfully changing the leadership culture of your organisation, however, also requires the insitutionalisation of iterative feedback and evaluation cylces. Together we develop reflection and evaluation formats that are insync with the culture and operative reality of your company. 

Organisational Institutionalisation: In many organisations a leadership culture development process is considered finished with the development of a leadership mission statement or at the latest with the implementation of a leadership development programm. I stronly recommend going one step further. These measures will only have a lasting impact if you take the time for a "reality check". Are the structures, tools and practices of your organisation compatible with leadership culture you want to develop? Or do they function as impediments? If not pragmatic solutions are necessary. If you don't your leadership culture development will most certainly fail to have a deep and lasting impact.

Step by step I help you develop the leadership culture you want.

Empowerment: Real change inevitably means being confronted with a discrepancy. While perhaps genuinely wanting to live the mindset and values you developed together they will not necessarily have the skills it takes to do this. In order to close this gap I design leadership programms, tailored to the specific leadership challenges and developmental goals of your organisation. Successfully changing the leadership culture of your organisation, however, also requires the insitutionalisation of iterative learning and feedback cycles. Together we develop reflection and evaluation formats that are insync with the culture and operative reality of your company. 

Institutionalisation: In many organisations a leadership culture development process is considered finished with the development of a leadership mission statement or at the latest with the implementation of a leadership development programm. I stronly recommend going one step further. These measures will only have a lasting impact if you take the time for a "reality check". Are the structures, tools and practices of your organisation compatible with leadership culture you want to develop? Or do they function as impediments? If not pragmatic solutions are necessary. If you don't your leadership culture development will most certainly fail to have a deep and lasting impact.

Step by step I help develop the leadership culture you want.

Harnessing the power of a constructive leadership culture.

Organisational Development

Realigning structures, processes and leadership practices to maintain a competitive edge.

Strengthening Agility

Together we develop tools and practices tailored to the operational reality and goals of your company.

Leadership Culture

Harnessing the power of a constructive leadership culture.

Meeting Management

Making sure the right information is at the right place at the right time and facilitating effective decision making processes.

Team Development

Working towards a cooperative solution-oriented team culture. Using the full potential of your team.

Conflict Management

Together we develop solutions that have a positive and lasting impact.

Success is a result of excellent teamwork, less and less a question of high-performing lone warriors.

Team Development

Goal: Highly motivated employees, a cooperative work atmosphere, commitment to team goals, accountability and solution oriented performance - something team leaders and most team members long for and aspire to.

Challenge: 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 frequent bottle necks, a high mistakes margin and a propensity for team conflicts.

Solution: The right team development measures can be a powerful tool. I accompany you on your journey to a cooperative working environment. Together we take the measures necessary to assure that your team reaches it's full potential.

Together we

  • identify antipatterns
  • define team goals
  • activate team resources
  • redefine rolls and responsibilities
  • optimize coordination and decision making processes
  • establish a constructive feedback culture
  • cultivate a respectful and solution oriented communication culture

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