Flexible management
for successful organisational development
The demands placed on the digital expertise of your organisation and employees are constantly increasing. New technologies and fundamental market changes are demanding a proactive and flexible approach as well as a leadership culture that can successfully implement change processes.
In today’s dynamic market, organizations must go beyond flexibility and adopt a proactive, forward-looking approach. Anticipating uncertainties and taking decisive actions are crucial for navigating challenges and driving success.
Effective change processes rely on the commitment and adaptability of your people. Crises or evolving market conditions often necessitate cultural transformations. Actively supporting these shifts ensures a productive and healthy work environment.
Leadership plays a pivotal role in this transformation. An agile leadership culture fosters dialogue, trust, and innovation, providing the foundation for a proactive, future-ready organization.
Our services
- Situation, risk and opportunity analysis
- Setting goals and defining requirements
- Analysis of leadership culture as a crucial method of bringing about change
- Development of the leadership culture
- Planning change incl. creating an action plan, timetable and communication model
- Implementation of a long-term action plan
- Review
Your results
- The key messages and objectives of your change process are summarised for each target group
- Employee resistance is resolved using a communication model
- The process of cultural change is started in your company
- A leadership culture is developed that promotes a proactive and forward-looking approach
- The image of your managers is reinforced in the process, which increases their loyalty to the company
- The measures make a positive contribution to your employer branding
The change management consultancy process
01
The situation analysis examines your current situation and the need for change.
02
We work with you to set your objectives and analyse the risks of implementing your change process.
03
Based on the defined requirements, we work with you to develop an action plan and timetable. Your managers are included in the planning process and given additional training in agile management if necessary.
04
In order to motivate your employees to implement the change process, we develop a communication model to prevent any potential resistance.
05
During the implementation of the change, we support you, your managers and your employees with an integrated, long-term action plan.
Application areas
- Management of change processes
- Process digitalisation and IT innovations
- Strategic changes in direction for your organisation
- Implementation of sensitive HR plans (e.g. culture change)
- Changes to the management team
- Mergers and acquisitions
- Implementation of cost reduction programmes
FAQ
How important is corporate culture?
The potential of a progressive corporate culture is often underestimated. It provides a creative breeding ground for developing productivity and employee retention. A culture that underlines the values and vision of your company will ensure that your strategies are successful.
Corporate culture has a decisive influence on the soft factors that affect the future of your organisation. Fundamental values, standards, attitudes and opinions impact many factors, such as how strongly your employees identify with your company. If they feel comfortable in the culture and can identify with it, this will lead to intrinsic motivation and willingness to work hard.
There is another benefit: a forward-looking organisational culture increases your attractiveness as an employer, thus contributing to your employer branding. Corporate culture is often the main distinguishing factor when competing for the best managers and technical staff.
How do you evaluate the corporate culture of a company?
An analysis of the leadership culture examines a number of aspects, including the following:
- What value systems, patterns of behaviour and expectations exist?
- Is the shared vision present in full at every level?
- How does the organisation behave when dealing with competitors?
- How good is the mistake culture in the company?
- Do changes lead to breakdowns or conflict that render the teams in question unable to proceed?
- Does the corporate or team culture allow changes to take place?
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