we are companions
Organizational change :=
The art of handling what
cannot be managed.
Digitalization is probably one of the most frequently cited reasons for requesting change consulting. However, there are many more: Strategy implementation, culture change, new IT-systems, business transformation, restructuring initiatives, innovation programs, and new work initiatives.
Organizational change is nothing which can be managed by using a certain model, process or tool. Developing smart answers to complex and ambiguous problems needs a thorough understanding of our clients’ challenges, business and strategy, stakeholders and context as well as prevailing cultural dynamics. We do not promise miracles, but we do offer innovative and agile change architectures as well as customized measures and interventions with high impact. Effective change architectures comprise interventions addressing all levels. In addition to adjusting existing meetings and committees as well as decision processes and systems, innovative experience and experimentation platforms for individuals and teams are crucial building blocks of a state-of-the-art change architecture.
We are known for being direct and respectful, serious and light-hearted, knowledgeable and curious, as well as courageous and mindful. We co-create with our clients while offering leading-edge ideas, methods and processes to trigger fundamental and sustainable change. We are often asked to join initiatives or programs which have already failed or struggle fundamentally – and we are happy to do so.
We believe it is very important to take our time to thoroughly understand the concerns and challenges as well as the context and clarify our mandate and role as consultants in close alignment with our clients.
Team development :=
An innovative platform
to reflect and act.
Teams ask for team development interventions out of different reasons. Often, teams are stuck in dysfunctional conflicts and mutual finger pointing – continuously struggling to make sustainable decisions or failing in to implement adopted measures.
Team development means offering a platform for constructive dialogue and reflection as well as experimentation to trying out something new.
Charging forward and creating cultures fostering smart decision making is challenging for a leadership team which is juggling their uncertainness of this new territory. This holds particularly true in a world full of paradoxes and ambiguities which need to be dealt with.
All the while, a team needs to balance the (often) conflicting interests of its team members and the organization. And at any time, team members need to be clear about their shared tasks and their joint goals – as well as the price which must be paid. For example, we support you in focusing on relevant questions, not shying back from unpleasant but prevailing problems, and considering unwanted consequences of your decisions.
We are candid, courageous and do not hold back with open feedback – however, we consider ourselves always neutral regarding all stakeholders.
While each team development process unfolds differently, we begin with talking to relevant stakeholders and mirroring back our impressions and interpretations early on in the process. We mostly work on site and love to integrate our interventions in existing meetings or committees. However, it might be helpful and necessary to facilitate an off-site event to allow for more time and space.
A joint journey
Reasons to start a coaching process are as manifold as people are. Typical topics are improving self-efficiency, developing your own leadership style, identifying career goals, decision making under uncertainty or handling conflicts and difficult situations.
Coaching is a process of exploring yourself and discovering limiting blind spots. You will expand your thinking and behavior and eventually gain more inner freedom and flexibility. Our coaching style is intense and holistic: We do not aim for quick fixes, but for sustainable change.
We challenge our clients where helpful while offering the reliability and stability to engage with uncertainty and rough terrain where necessary.
As coaching is based on trust, we take our time for a first acquaintance and clarification of your hopes, goals and concerns before starting the coaching process. We typically work 60 to 90 minutes in 6 to 10 sessions, over a period of 3 to 6 months. But every coaching process is as singular as the coachee.