Change management
Designing a transformation that works for everyone is an enormous challenge for organizational developers. It’s like a journey into the unknown, into an unexplored land.
Acknowledging Complexity as a Challenge
We are confronted with AI disruption, digitalisation, the simultaneity of multiple crises and a high workload of many executives and employees. This density and time pressure create a level of complexity unprecedented in its scale.
Our approach
Whatever it takes
Working with the whole organisation carries a particular challenge: it is barely possible to predict in advance which topics, resistances and conflicts will arise during the work. Here, the capacity for ad-hoc response and a broad range of methods are decisive. That is precisely what characterises our way of working.
Methods
We bring a breadth of methods unique in the sector: Group dynamics, process management, business model / strategy development, individual coaching, conflict mediation, Meeting Science, systemic and solution-focused therapy, future scenarios, cultural analyses, non-violent communication, systemic constellations, and agile methods.
Cultural Change
‘Culture eats everything for breakfast’: Without changing behaviour and communication, collaboration stays as it is. Through targeted interventions we promote the necessary cultural change.
Attitude
We act impartially. We shape change participatively. We aim for solutions that work for everyone and are future-proof. We walk long roads with our clients — and if necessary through swamps and deserts.
Experience
We have 35+ years of experience with complex change processes across diverse industries.
Your companions
Our Packages
For every change process we develop an individual and appropriate approach.
The initial situation is often characterized by problem-focused language: We are not well organized; We lack energy; Our business model no longer fits; We have no common picture of the future. In this phase, it is important to bring a critical group into solution orientation and to formulate a motivating common goal. And then to create an implementation structure for the transformation project.
Now it's about creating a space in which unlearning and letting go are just as possible as creating and letting go and learning something new. This requires things like courage, daring, exploration, agility, openness to solutions and prototypes.
The aim here is to roll out the new solutions. And to involve many more employees and managers in the process. This requires things like explaining, convincing, making cultural change tangible, readjusting and retrospectives.
Anyone who has already placed their trust in our work.
