Markets are changing rapidly. You need to continuously adapt your organization. With our organizational development, we help you create flexible structures, new ways of working, innovative ways of thinking and future skills.
Our customized solutions for organizational development (OD) are based on the Integral Map, a model that takes a holistic view of individual, collective, inner and outer factors.
We conduct an organizational analysis with you that sheds light on structures, processes and corporate culture in order to identify targeted fields of action. Based on this, we develop a strategic change plan that is precisely tailored to your needs and accompanied by experienced change management. And we work dialogically – the exchange of perspectives, joint sense-making and reflection are at the center of developing collective solutions.
We offer you reliable support in every phase of the transformation process, enabling you to react flexibly (and iteratively) to changes and ensure long-term success. Our work is based on proven principles such as participation, equality and empathetic communication in order to anchor the change emotionally and culturally in your organization. This is how we create not only a strategic, but also a sustainable change.
Ultimately, your company will not only be able to meet current challenges, but will also be future-proof and resilient.
Organizational development is a systematic process that improves an organization’s performance and adaptability. In doing so, structures, processes, culture, competencies and the behavior of employees are further developed in order to master current challenges such as digitalization or market changes. Organizational development considers the organization as a whole and actively involves managers and employees. The aim is to create sustainable changes that are anchored both strategically and culturally so that the company remains flexible, effective and future-oriented.
1 – Understanding the organization – Diagnosis & Analysis
2 – Develop effective interventions
3 – Implementing and supporting change management
4 – Sustainability & securing objectives
Our workshops for organizational development could be the first step. From our work with a wide range of companies, we have developed a number of formats that are often used as an introduction or as an element of organizational development:
Develop innovative services and offer an outstanding customer experience.
Start your strategically sustainable organizational development with Impact Design.
Start business transformation and develop the business model in 9 steps.
Synthesize and sense-making of noticeable signals from the future.
Determine your location, define lines of development and navigate into the future
Participation
Turning stakeholders into participants - all levels of the organization are involved in the change process through dialogue.
Empathy
Change arouses emotions - we meet people with empathy and are able to listen.
Communication
We tell the change as an understandable change story that generates resonance.
Eye Level
We work respectfully and equally with all employees and managers and create a climate of trust.
Reference to Vision
Every change is aligned with the corporate vision in order to create orientation and meaning.
The phases of organizational development consist of analysis, planning, implementation and evaluation. These steps make it possible to create sustainable change – but in reality, they also include iterations, reviews, retrospectives and adjustments. Despite all the adjustments and detours, the phases ensure that the goals of organizational development are achieved.
Our methods for organizational development include systemic consulting, coaching, workshops, as well as agile and dialogical structures. Agile organizational development promotes flexibility, while systemic organizational development prioritizes holistic solutions. Dialogical means that employees are actively involved in the process – across hierarchical and functional levels. Organizational development methods are selected based on effectiveness and do not follow a rigid scheme.Zu unseren Methoden für Organisationsentwicklung zählen systemische Beratung, Coaching, Workshops sowie agile und dialogische Strukturen. Agile Organisationsentwicklung fördert Flexibilität, während systemische Organisationsentwicklung ganzheitliche Lösungen in den Vordergrund stellt. Dialogisch bedeutet, dass Mitarbeitende aktiv in den Prozess eingebunden sind – über Hierarchie- und Funktionsebenen hinaus. Organisationsentwicklung Methoden werden nach Wirksamkeit ausgewählt und entsprechen nicht einem starren Schema.
Organizational development aims at long-term changes that affect the entire organization, while change management focuses more on short-term adjustments to specific projects or changes. Change management vs. organizational development – both complement each other, but have different focuses.
The goals and tasks of organizational development are to improve efficiency, adaptability and corporate culture. Through the targeted development of people and systems, a sustainable transformation is achieved that makes companies fit for the future.
The tasks of organizational development include the analysis of processes and structures, the development of change strategies and the implementation of measures to promote organizational culture. The long-term success and adaptability of the company are the main focus here.
HR Development plays a central role in organizational development, as well-trained employees are crucial to the success of change processes. Seminars and training courses within the framework of HR development ensure that employees develop the necessary skills for change.
Dialogic organizational development is an approach in which change processes are shaped through open dialogues. The focus is on exchanging perspectives, finding meaning together and reflecting in order to develop collective solutions. This approach promotes personal responsibility, trust and adaptability within the organization by strengthening participatory communication.
Coaching supports managers and teams throughout the entire change process. It is an important part of organizational development, helping to promote individual potential and ensure that changes are successfully embedded in the company.
Strategic organizational development focuses on supporting the long-term direction of an organization through targeted changes. It ensures that organizational goals and strategies are aligned with the change processes.
Do you have questions about our integral organizational development? We look forward to a conversation with you! We are happy to answer your questions about your goals, topics, requirements and conditions of your transformation – and of course about dates and costs. Please write to Verena using the contact form.
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