Expertise
We are a partner at your side: together with you, we design tailor-made concepts for the development of your organization and support you in the implementation.
Organization & Management
An effective organization is the basis for the successful implementation of new strategies and business models, digitalization and dealing with high complexity and strong pressure to change. An organization must provide a framework for action for all those involved and assign clear responsibilities, create structures for processes and collaboration and be set up in such a way that changes can be implemented quickly from the outside in. We work with you to ensure that your organization functions properly.
Our Services
- Organizational Design and Reorganization: Functional adaptation of the organizational structure and organizational chart to the business model – from small structural adjustments to comprehensive reorganizations.
- Matrix, Helix & Line Management: Creation of a management and leadership structure with a clear allocation of tasks.
- Meeting Architecture: Design and introduction of effective meetings as a central instrument of management and control logic.
Our Experience
- The KISS Principle - Keep It Simple Stupid: The more simple and understandable the organizational design is, the better the resulting rules for implementation can be applied. The challenge is to reduce complexity and make the organizational design as simple as possible.
- Effectuation: In addition to design criteria and functionality, the available resources and their scalability must also be taken into account.
- A new organizational design cannot satisfy everyone involved; it is therefore of central importance to analyze the individual and organizational effects of the change and take them into account in the implementation plan.
- Organizational changes must be accompanied and implemented in a careful process; many companies plan too few resources for implementation.
Change & culture
Change competence in times of digital transformation and multiple crises is an essential prerequisite for entrepreneurial success. Nevertheless, many companies have the feeling that one change is followed by the next and that employees are exhausted. Many of our clients want a tangible change in their corporate culture. We support you in the effective implementation of your change project and the creation of a motivating corporate culture. Our aim is to make our support obsolete by building change competence in your team.
Our Services
- Change Management: Support for change projects, from individual projects to the implementation of corporate strategies.
- Change Communication: Inspiring narratives for change projects.
- Culture Development: Design of cultural development processes including cultural diagnosis, work with the top team and with internal early adopters.
Our Experience
- The decisive factor in developing organizational change competence is the joint monitoring of changes with the client team and the development of methodological knowledge – even if this requires resources at the beginning.
- Change projects are controlled by change architectures and master plans. However, as we are dealing with people and dynamic systems, no plan can remain static, but must be regularly adapted. This requires a continuous process of reflection and monitoring: How are set interventions working? Where does the organization stand? What intervention is needed next?
- When working with change agents or early adopters, role clarity is crucial. Should they reflect on the status quo of the organization or provide feedback on individual measures? Or are they actively shaping the change? If so, they must be provided with the necessary resources.
HR & People
The work of the HR department is of central importance to the success of the company, as it enables employees and managers to achieve the company's strategic goals. However, the high operational workload prevents many HR departments from concentrating on strategic aspects. We support you in the development and implementation of a well thought-out HR strategy and specific HR concepts and processes along the entire employee life cycle, with a particular focus on increasing your employer attractiveness.
Our Services
- HR Strategy: Development, communication and implementation support.
- Customized HR concepts: e.g. strategic HR planning and recruiting, employer branding or performance and talent management.
- employee experience: Conducting employee surveys and workshops on the perception and improvement of the entire employee lifecycle.
- Learning Architecture: Design and introduction of an effective learning architecture for employees and your HR team.
Our Experience
- The roles of HR and management must be clearly distinguished from one another. This not only strengthens the position of the HR department as a strategic business partner, but also increases the maturity level of management.
- Employer branding alone will not solve the problem of the shortage of skilled workers. Rather, well thought-out concepts for strategic employee recruitment and retention are required. A strong employer brand is the result of successful HR and management work.
- Many companies already have talent management processes in place but are dissatisfied with the results; only a few levers are enough to achieve better results. It is important to consider the perspective of employees and positions that are critical to success.
Leadership
The fundamental importance of leadership for the company is clear to everyone. At the same time, the demands on managers are growing: they have to deal with uncertainty, are often affected by change themselves and find themselves caught between the rising expectations of their employees and the corporate goals that they have to implement. Our approach to leadership development is less about training individuals and more about developing a leadership system, structures and tools that enable effective leadership.
Our Services
- Leadership Development EcosystemDevelopment of a common understanding of leadership and translation into relevant leadership tools (meeting formats, decision-making processes, feedback and development tools) and targeted interventions for personal development.
- Leadership Team JourneysAccompanying leadership teams on their way to becoming “high performing” teams.
- Individual CoachingAccompanying leaders and employees on their personal development journey.
- Diagnostics: Procedure for the selection of managers.
Our Experience
- Leadership development is only successful if you work on specific challenges and supplement the work on skills with operational tools.
- Too much time is spent on developing sophisticated management models and too little on working on their implementation.
- HR processes must be designed in such a way that they add value to management work and serve as a driver for effective leadership.
DEI
Companies that promote diversity and inclusion not only bear social responsibility, but also increase their innovative strength and employer attractiveness. We support you in the development of a Diversity, Equity and Inclusion (DEI) strategy that fits your corporate goals. Together, we analyse where your organization currently stands and derive measures that will enable you to implement fair structures and processes as well as an inclusive culture. By introducing clear KPIs and governance systems, we enable holistic change.
Our Services
- DEI Strategy Development, communication and implementation support.
- Status quoImplementation of DEI status quo analyses and derivation of concrete measures.
- HR processesReviewing and adapting your HR processes for inclusivity and designing and introducing equality measures.
- Learning JourneysDevelopment and support of (leadership or HR) learning journeys on DEI topics.
Our Experience
- Many companies focus primarily on promoting diversity. It is important to ensure that an inclusive and psychologically safe workplace is created in order to fully realize the positive effects of diversity.
- Diversity, equity and inclusion require more than just raising awareness. A diverse and inclusive organization is the long-term result of clear structures, processes and binding goals. The success of DEI measures requires measurable KPIs and clear leadership commitment. Visibility of progress is crucial.
- The smallest key moments can determine how employees experience their employer's DEI obligations. HR processes along the employee life cycle are of central importance here.
Leadership
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Our Services
- Development and implementation of an HR strategy
- Development of customized HR concepts (e.g. for strategic HR planning and recruiting, employer branding or performance and talent management)
- Implementation of employee experience workshops along the entire employment cycle
- Design and introduction of an effective learning architecture for employees, managers and your HR team
Our Learnings
- To support the organization strategically, HR teams need more resources than are usually available. Digitization and outsourcing of lower priority processes offer effective solutions.
- HR is often involved in operational management tasks, which reduces resources for strategic consulting. A consistent separation of roles between HR and management strengthens the position of the HR department and increases the maturity level of management.
- Employer branding alone will not solve the problem of the shortage of skilled workers. Rather, well thought-out concepts for strategic employee recruitment and retention are required. A strong employer brand is the result of successful HR and management work.
Curious to find out more?
We would be happy to advise you and find individual solutions for your company's needs.