We are mostly called into supporting poorly-structured situations that occur due to today’s rapid and unpredictable changes. Often there is no instant solution and our job is to help organizations to find direction and create energy for change.

HOW? 

With dialogue and real interest
We always strive to support our discussion partners in learning from the get-go: even at the first discussion of a development need, we want our client to leave with new discoveries. One of our most important power is creating quality dialogues with a wide range of stakeholders. Often the energy for change arises from the realizations that occur in these dialogues. 

Involving key players of informal networks
Information is spreading more rapidly in the corridor than on the Intranet. Organigrams usually do not show who has the greatest impact on the organization. Therefore, we find and involve key players of informal networks and we make sure their cooperation is the real forum of discussing change.

With a strong focus on organizational culture
Organizational culture shows ”how we do the things around here”. By conscious interventions, it can be the prime driver for change. Fundamental assumptions and values determine the functioning of the organization. The final success of structural or strategic changes will often depend on how well defined and consistent these assumptions and values are. 

With a systems approach
Organizational complexity should not be underestimated. Everything will affect everything, especially in more complex the organizations and the environments. There is never only one good solution. We can choose together the one that seems good at the moment, if we pay attention not only to the changes at the individual level, but also to developing team- collaborations and connections.

WHAT DO WE STRIVE FOR?

• If change support is successful, that is great. However, we consider it a success only if the ability of the organization to change strengthens in the process, because this is what organizations need the most in the 21st century.
• We would like to support those organizations who - besides business results – aim for an environment for their staff, which is attractive and motivating in the long run.
• Our goal is to create organizational changes that consist of innovative steps and grabbing opportunities instead of forced compliance with external constraints.

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