Services

We support you in strategic, structural, and cultural development – through tailor-made concepts, inspiring methods, and sustainable implementation.

How quickly can your organization react to changes?
How efficient are your structures and processes?
How clearly are responsibilities and decision-making paths defined?
Do all employees understand their contribution to the strategy?

Structures & Management

Structures, processes and steering mechanisms are 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 an operational framework 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 on the functional design of structures and steering logics.

  • Re-Organization and Management Structure: Functional adaptation of organizational design and operating model to the business model and development of suitable management and decision-making structures with clear roles and responsibilities.
  • Strategy Facilitation: Systemic support for strategic clarification and decision-making processes using structured methods and neutral facilitation.
  • Strategy Implementation and Steering Logic: Translation of strategy into operational management through effective implementation architectures, role modeling and decision-making processes.
  • Process Optimization: Analysis and reorganization of central work processes with the aim of facilitating collaboration, clarifying intersections and shortening decision-making paths.
  • 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.
  • 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.
  • Strategizing: Without tangible changes in day-to-day work, strategy remains abstract – operational translation is crucial for its effectiveness.
Are changes being implemented effectively and sustainably in your company?
How good are your change competencies?
Do you have a corporate culture that enables you to successfully implement your strategy?
Is your corporate culture one that attracts and retains talent?
Do employees identify with your company?

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.

  • Change Management & Communication: Support for change projects through structured change architectures and inspiring narratives.
  • Transformation Hub: Establishment of a central function to bundle, manage and provide operational support for all change initiatives.
  • Culture Development: Support in aligning and establishing a culture that supports strategy implementation, collaboration and leadership.
  • Development of Mission & Values: Support in the development and establishment of a common orientation framework for culture, behavior and strategic decisions.
  • 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.
  • If you want to change culture, you need more than attitude – you need clear responsibilities, structural levers and a convincing “why” with business relevance.
Are changes implemented effectively and sustainably in your organization?
How good are your change competencies?
Do you have a corporate culture that enables you to successfully implement your strategy?
Is your corporate culture one that attracts and retains talent?
Do employees identify with your company?
Are you true business partners or caught up in day-to-day operations?
Do you have the right answers to the shortage of skilled labor?
Are you developing your internal talent to fill critical positions?
How good is your employee experience?

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.

  • HR Strategy: Development, communication and implementation support for a strategy for effective HR work derived from the corporate strategy.
  • HR Concepts: Design and further development of processes and tools along the entire employment lifecycle – from strategic HR planning and recruiting to employer branding, performance and talent management.
  • Employee Experience: Surveying and improving employee satisfaction through surveys, workshops and targeted interventions.
  • Learning Architecture & Development Programs: Design and introduction of an effective learning architecture and implementation of development programs for employees and HR teams.
  • The roles of HR and management must be clearly differentiated. This not only strengthens the position of the HR department as a strategic business partner, but also increases the maturity level of leadership.
  • 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.
Are changes being implemented effectively and sustainably in your company?
How good are your change competencies?

Leadership

The fundamental importance of leadership for the company is clear to everyone. At the same time, the demands on leaders 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.

  • Leadership Architecture: Development 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 Journeys: Accompanying leadership and management teams on their way to effective collaboration and joint effectiveness.
  • Individual Coaching: Accompanying leaders and employees on their personal development journey.
  • Diagnostics: Selection procedures for a well-founded assessment of management potential and for filling key positions.
  • 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.
  • Many management and C-level teams do not work as a true unit, but focus primarily on managing their own areas – with a noticeable impact on the collaboration culture of the entire organization.
  • HR processes must be designed in such a way that they add value to management work and serve as a driver for effective leadership.
Do your managers create a working environment in which employees can develop their full potential?
Does your top team act as a joint unit?
Does the leadership work in your company lead to employees being motivated and contributing their skills?
Do you use diversity as a strategic advantage?
Do you live up to your values even when things get uncomfortable?
Are your management positions staffed diversely?
Are your processes and culture inclusive?
What levers do you have as a company to achieve your DEI goals?

DIVERSITY, EQUITY & INCLUSION

We support you in developing a Diversity, Equity and Inclusion (DEI) strategy that fits your corporate goals. Together, we analyze where your organization currently stands and derive measures with which you can implement fair structures and processes as well as an inclusive culture. By introducing clear key performance indicators and governance systems, we enable holistic change.

  • DEI Strategy: Development, communication and implementation support for a DEI strategy that fits your company's reality.
  • DEI Analysis & Optimization: Evaluation of equal opportunities and inclusivity in the company with subsequent further development of relevant structures, (HR) processes and design of equal opportunities measures.
  • DEI Competence Development: Conception and implementation of learning formats for the development of attitude, knowledge and the ability to act for managers, HR or employees.
  • 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.

Curious to find out more?

We would be happy to advise you and find individual solutions for your company's needs.

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