Systemic organizational consulting – Our approach
With systemic organizational consulting , we provide holistic and sustainable support for development and change processes in companies. Our consulting approach is based on a systemic understanding of organizations as living, social systems. They are constantly evolving – in their identity,culture and leadership, in theirstrategic orientation, their organizational structure, their processes, working methods and forms of cooperation. Change has a lasting effect when these levels are not viewed in isolation, but are understood and shaped in their interaction. This is precisely where our systemic organizational consulting comes in.
We can assist you with the following issues as required:
- Change Management & Change Processes
- Reorganization & Restructuring
- Strategy development
- Identity development & cultural change
- Process development & introduction of new working methods
- Leadership in transition
- Teamentwicklung & Konfliktlösung
Our consulting processes are geared towards your individual concerns and goals. We work with the models and concepts of systemic organizational development according to Trigon and Friedrich Glasl. They make it possible to understand organizations in their inner contexts, to make development logics visible and to effectively accompany change processes. The focus is always on the people in the organization – their interaction, their tasks and the framework conditions in which development takes place. The result is systemic organizational consulting that provides orientation, enables development and strengthens organizations in their independence and self-efficacy.
We take a holistic view of organizations
We view organizations holistically – as complex social systems. Sustainable development becomes effective when the three central dimensions and seven essential elements of an organization are understood in interaction with each other and shaped together. Every change generates interactions and requires the interaction of all dimensions.
Cultural dimension
This is about values and basic attitudes, guiding principles, self-image, patterns of thought and interpretation, unspoken rules and collective narratives. These elements shape the identity of an organization, provide direction and create meaning.
Social dimension
This level includes both formal and informal structures, relationships, role perceptions and forms of exchange and communication. It significantly shapes forms of cooperation, dynamics and interactions in daily interaction.
Technical-instrumental dimension
This includes processes, means, resources, working environments, standards, tools and organizational framework conditions. They form the practical basis for action and can either support or hinder development processes – and thus directly influence success.
All three dimensions are interlinked. Our consultants help to make these levels visible, link them together and develop them further in a targeted manner.
The development of organizations takes place in 4 phases
Our consultants use the Trigon phase model to describe four successive stages of development.
Pioneer phase
In the pioneer phase, an organization is in the process of being established, trying out new things and developing innovative ideas.
Differentiation phase
In the differentiation phase, the organization creates clear structures, roles and processes.
Integration phase
In the integration phase, the organization strengthens its self-organization and promotes conscious, coordinated cooperation.
Association phase
In the association phase, it expands its collaborations and builds active networks with external partners.
As Coachingwerk, we combine this systemically sound expertise in organizational consulting and change management with a deep understanding of industry-specific challenges. Our experience includes digital transformation processes, restructuring, strategy, culture and identity development, adaptation of processes, introduction of new and agile ways of working, further development of leadership culture, as well as team collaboration and conflict resolution.
Systemic approach & working method of our organizational consulting
Our systemic organizational consulting aims to strengthen the capacity for change and resilience of organizations. We accompany development processes in partnership and at eye level, in close cooperation with the people concerned and the internal consulting and support systems. We see development and change as a continuous process in which phases of stability and movement alternate. Our work is resource-oriented and clear in its approach. We focus on the potential and strengths of people and organizations as well as the challenges they face. Our aim is to provide impulses that do not make people dependent, but rather enable organizations to continue their development independently and on their own responsibility. This creates sustainable impact – from within.
We design development processes as quickly as feasible and as in-depth as necessary. The aim is to achieve concrete results quickly and at the same time create space for sustainable change in culture and action logic. In this way, new values and attitudes can already be experienced during the change process.
A central focus is on implementation: through concrete implementation steps, successes become quickly visible and can be directly checked for their applicability and adapted. We do not rely on standard solutions, but on sustainable strategies, attitudes and structures that have a long-term effect and enable self-renewal.
With this approach, we support people and organizations in gaining orientation incomplex times, strengthening their self-efficacy and shaping future developments and changes through their own efforts.
Process design & process steps in organizational consulting
We think and design every organizational development or change project as a process with successive process steps:
1. prelude
Together, we analyze your needs, concerns and challenges and create a clear understanding of the current situation. We identify key issues as a sound basis for the change and development process.
2. process design
We create a customized process design with various consulting and workshop formats that are tailored to your individual goals and framework conditions. In our approach, we take into account the dynamics of your organization, define which stakeholders are involved at what point and how, and lay the foundation for structured and flexible support.
3. target image
Together, we develop a clear and inspiring vision of the desired development for your organization. In doing so, we take into account the interests, needs and potential influence of all relevant stakeholders in the change process.
4. fields of action
Based on the analysis and target image, we develop specific fields of action. We prioritize these in order to identify the key levers for the desired development and start where the greatest impact can be achieved.
5. implementation
We translate the fields of action into concrete, implementable measures. In doing so, we ensure that the measures can be anchored in your organization in a practicable, effective and sustainable manner.
6. iteration & evaluation
We design the process iteratively so that we can react flexibly to new findings and developments. Regular retrospectives allow us to review the effectiveness of the measures and adapt the process if necessary.
7. anchoring
We enable people and organizations to sustainably secure the knowledge gained and to implement future developments and changes more and more independently and successfully.
We implement our process steps in individually tailored formats – from small group workshops and team coaching sessions to management development and large group events. To enable sustainable knowledge transfer and targeted empowerment, we support the process with customized training, coaching and systemic mediation.