Organisational Change Management & Consulting
With systemic organisational change management and holistic support of development processes, our organisational consultants help companies, both face to face and online, to survive in a world of constant change. Events are becoming increasingly unpredictable and correlations increasingly complex. Digital transformation, globalization and, most acutely, the Corona crisis require a constant renewal of traditional business models, structures and ways of collaboration. And this in an increasingly virtual or hybrid environment. The resulting uncertainty and instability require, in particular, a high degree of willingness and ability to change from organisations, their managers and their employees.
Organisational consulting
Approach & change architecture
Three phases of the change process
Online consulting possible
Do you want to shape the transformation in your company sustainably and successfully and at the same time increase your organisation’s ability to change?
Do all people in your organisation share a common vision, a common understanding of the strategy, roles, responsibilities and processes? Do they have the necessary personal and digital skills? How open and agile are your corporate culture and mindset in light of upcoming developments? How suitable is the organisation’s leadershipstyle to deal with future challenges? How can you transform internal resistancein the workforce into active participation? If you have these or similar questions in mind, a holistic and professional change management processwill be imparative to help your organisation to evolve. This includes the active involvement of managers and employees as well as transparent and timely communication.
Organisational consulting
Approach & change architecture
Three phases of the change process
Online consulting possible
With systemic organisational cange management and holistic support of development processes, our organisational consultants help companies, both face to face and online, to survive in a world of constant change. Events are becoming increasingly unpredictable and correlations increasingly complex. Digital transformation, globalization and, most acutely, the Corona crisis require a constant renewal of traditional business models, structures and ways of collaboration. And this in an increasingly virtual or hybrid environment. The resulting uncertainty and instability require, in particular, a high degree of willingness and ability to change from organisations, their managers and their employees.
Do you want to shape the transformation in your company sustainably and successfully and at the same time increase your organisation’s ability to change?
Do all people in your organisation share a common vision, a common understanding of the strategy, roles, responsibilities and processes? Do they have the necessary personal and digital skills? How open and agile are your corporate culture and mindset in light of upcoming developments? How suitable is the organisation’s leadershipstyle to deal with future challenges? How can you transform internal resistancein the workforce into active participation? If you have these or similar questions in mind, a holistic and professional change management processwill be imparative to help your organisation to evolve. This includes the active involvement of managers and employees as well as transparent and timely communication.
Systemic appoach in organisational change management
Using the systemic approach in organisational change management and consulting our consultants build your development and change process based on a holistic change architecture which is divided into three phases: 1. the diagnosis, 2. goal setting and 3. Implementation. In all three phases, we focus not only on strategic, structural and process-related areas of action, but also on three crucial success factors: learning potential, the information chain and psychosocial challenges in the form of resistance . A thorough diagnosis forms the foundation for a successful process.
Together with you, our consultants establish a steering group for the change process. This group ideally represents all business units and hierarchical levels of your organisation. As change consultants, we take on the coordination of regular meetings and reviews of the steering group and the communication with sponsors, management, other decision-makers and committees. In the implementation phase, we establish and manage project groups to bring about successful change in the respective action fields.
Three phases of organisational change management and consulting
1. Diagnosis
At the beginning of an organisational change management process, our consultants conduct a profound analysis of the current situation together with you. For this purpose, we evaluate the 7 essential elements of your organisation according to Friedrich Glasl‘s system concept.
Qualitative interviews and/or a questionnaireamong selected or all employees and managers are suitable means for the analysis. As a result, we find out where exactly the problems are across all hierarchical levels and we identify clear action fields for successful change.
2.Goal setting
We accompany you in developing clear goals for successful change. We focus on the identified action fields and define specific measures for implementation. In systemic organisational consulting, it has proven effective to conduct interactive goal-setting workshops at all levels of your organisation. The active involvement of managers as multipliers plays a crucial role in this early phase. Only if managers are actively involved in shaping the future from the outset, will they also support the change goals in their teams. This will have a motivating effect on their employees and will win them over. To this end, we enable your managers to conduct their own change workshops in their teams.
In addition, in-depth workshops to define objectives in the following action fields may be useful:
- Vision and strategy
- Common understanding and style of leadership
- Culture and values
- Competencies
- Communication & feedback
3. Implementation
Along the change architecture we summarize all change measures in an overall plan . We organize and monitor their implementation in the project groups: structural, procedural and infrastructural measures and – above all – learning processes, communication activities and measures to transform resistance.
Our exemplary change program illustrates dhe concrete steps in all three phases in simplified form.
The three key success factors
Learning potential
Your change process will only succeed if you recognize and leverage the necessary learning potentials. In cooperation with your managers and employees, our consultants will uncover the learning potential of your organisation and define meaningful learning processes. This means, we will look at personal, professional and methodological competencies on the one hand. On the other hand, we will look at behavior and working patterns as well as corporate culture and values. Whether interactive trainings, professional or technical trainings, team coaching or workshops – face to face or online – they all can be elements of the learning process. The following list provides an overview
of the most frequently chosen topics:
- Communication and feedback
- Modern leadership and conflict resolution
- Leading in virtual and hybrid environments
- Culture & collaboration
- Personality development
- Hybrid project management (classic & agile)
- Self- and time management
Communication and information
Transparency serves as a basis for trustful collaboration and is essential for successfully facilitating organisational change. Once we have discovered the transparency deficits in your organisation, we will establish suitable communication campaigns accompanying the change processat at all levels. This is where managers play another decisive role within the context of organisational change. Our role will be to support you with the content and wording of your communication and with the organisation of virtual and hybrid events.
Psycho-social challenges – Dealing with resistance
In change processes we encounter psychosocial challenges that often lead to inner resistance among managers and employees. Causes can be, for example, unfulfilled personal needs and values or lack of communication and feedback, lack of appreciation or hidden conflicts. Our consultants support you in overcoming these challenges by means of executive, employee and team coaching, mentoring or mediation.
The three key success factors
Learning potential
Your change process will only succeed if you recognize and leverage the necessary learning potentials. In cooperation with your managers and employees, our consultants will uncover the learning potential of your organisation and define meaningful learning processes This means, we will look at personal, professional and methodological competencies on the one hand. On the other hand, we will look at behaviour and working patterns as well as corporate culture and values. Wheather interactive trainings, professional or technical trainings, team coaching and workshops – face to face or online – they all can be elements of the learning process. The following list provides an overview
of the most frequently chosen topics:
- Communication and feedback
- Modern leadership and conflict resolution
- Leading in virtual and hybrid environments
- Culture & collaboration
- Personality development
- Hybrid project management (classic & agile)
- Self- and time management
Communication and information
Transparency serves as a basis for trustful collaboration and is essential for successfully facilitating organisational change. Once we have discovered the transparency deficits in your organisation, we will establish suitable communication campaigns accompanying the change processat at all levels. This is where managers play another decisive role within the context of organisational change. Our role will be to support you with the content and wording of your communication and with the organisation of virtual and hybrid events.
Psycho-social challenges – Dealing with resistance
In change processes we encounter psychosocial challenges that often lead to inner resistance among managers and employees. Causes can be, for example, unfulfilled personal needs and values or lack of communication and feedback, lack of appreciation or hidden conflicts. Our consultants support you in overcoming these challenges by means of executive, employee and team coaching, mentoring or mediation.