Organizational Development

Organizational Development

Professionally navigating the venture of change

Profound transformations are a venture for any organization – a deliberate instability that enables sustainable growth. Whenever change reaches beyond the surface, it unfolds as a dynamic group process that can’t be fully planned or controlled. The challenge is to find resonant solutions and to integrate diverse perspectives and concerns along the way. In systemic organizational development, I guide you and your organization through this inner discourse with professionalism and presence – keeping sight of what truly matters, so that change leads to clarity, alignment, and effective action.

Possible Formats

Organizational development means consciously setting systems in motion – with awareness of people, structures, and culture. Whether through facilitation, coaching, or training, what matters is what your organization needs right now to stay clear, capable, and alive in times of change.

Systemic Consulting

Understanding structures, dynamics, and interconnections. I support organizations in shaping development consciously and effectively.

Change Facilitation

Designing transitions intentionally – with participation, communication, and structure. Balancing movement and stability.

Executive Coaching

Supporting leaders in navigating upcoming challenges with reflection, clarity, and presence – fostering effective and shared leadership.

Culture & Values Work

Making culture visible and shaping it with intention. Developing what strengthens connection, meaning, and orientation in everyday work.

Trainings & Keynotes

Practical insights that inspire movement and resonance. For people who want to learn, grow, and lead transformation from within.

Topics

The starting point is usually a concrete need for change within your organization. This can arise from external factors (e.g. market shifts, competitive pressure, growth opportunities) or from within (e.g. improvement potential, processes ready for optimization, new IT systems). Systemic organizational development is particularly powerful in the following situations:
Open Direction

Open Direction

You’ve recognized a clear need for change, but haven’t yet found the right path forward. You’re looking for a solution that resonates across the organization and is supported broadly.
Profound Change

Profound Change

The intended development has a medium- to long-term horizon and will fundamentally reshape collaboration, culture, or the value system within your organization.
Hard to Plan

Hard to Plan

Because many stakeholders or areas are affected and the changes reach far “below the surface,” a linear A-to-Z plan rarely works. The approach needs to remain adaptive and responsive to what emerges along the way.

Professionelle Begleitung

Change as a Venture

Change initiatives are not an end in themselves, but a conscious investment in the future – and they come at a cost. When an organization takes that risk and accepts that performance may be temporarily affected, it’s a genuine entrepreneurial decision. That makes it all the more important to address this “pain of transition” deliberately, keeping a clear vision of change in sight and communicating it effectively.

To stay agile and future-ready, organizations must occasionally allow themselves phases of deliberate instability. Yet change is only truly sustainable when stability is regained at the end of the process. This requires moving from reflection into action – anchoring change successfully within the organization.

Value for Your Organization

  • We begin by clarifying the background and goals of your change initiative in depth.
  • I ensure clarity of direction and consistent action orientation throughout the process.
  • You achieve change that lasts.

Participative Dialogue

Organizations are complex systems where people with different roles, perspectives, and backgrounds come together. Change succeeds when it arises from genuine dialogue. It needs key drivers who set direction, convey the need for action, and create the right framework for movement. Yet very few projects can be led purely “top-down” – with perhaps the exception of major restructurings.

It’s the members of the organization who hold the detailed knowledge needed to find workable solutions. They understand the customer perspective and can bring it into the conversation. And those familiar with informal networks and relationships know what truly “works” in your organization.

There are no shortcuts here – and, in the end, it doesn’t take longer. On the contrary: when the right solutions are found through genuine dialogue, sustainable implementation follows more naturally. Dynamic systems don’t need external force. The energy doesn’t come from outside – it comes from resonance within. The more the solution resonates across the organization, the more effectively and lastingly change takes hold.

Value for Your Organization

  • I professionally guide you through the process and facilitate the dialogue.
  • You can focus on the content and find the best solutions for your organization.
  • A systemic view ensures that all relevant stakeholders and perspectives are included.
  • Along the way, your organization learns how to lead change successfully.

Embracing Resistance, Fostering Resonance

When people are confronted with change, it often stirs a roller coaster of emotions. There are natural phases – from initial resistance and denial to acceptance and active engagement. Traditional change management supports those involved as they move through this emotional curve.

Systemic organizational development takes it a step further: it views resistance as a valuable resource to be worked with, not against. It’s the diversity of perspectives, attitudes, and roles that makes an organization intelligent, creative, and capable of innovation. While full consensus isn’t always possible, what matters is the ability to tolerate tension, to listen deeply to different viewpoints, to bring conflicts to the surface, and – most importantly – to adapt solutions in response to genuine concerns.

Organizational development sees this as a process of maturation. Through this process, sustainable change becomes possible. If open dialogue is missing, conflicts tend to play out beneath the surface – quietly undermining collaboration and culture.

Value for Your Organization

  • All stakeholders are supported throughout the change process.
  • I provide a neutral, multi-perspective space for internal dialogue.
  • Conflicts are addressed and resolved with as little friction as possible.
  • We identify genuine concerns and integrate them, ensuring lasting success.

Ready for the first step?

Lea Dingel
Maybe you already sense that something wants to shift – in your structures, in how you collaborate, or in the culture of your organization. Maybe it’s a moment where clarity, direction, or dialogue will make a real difference.

Write me a few lines about what’s on your mind – two or three sentences are enough. I’ll get back to you personally and we’ll arrange a short, free introductory call. In that conversation, we’ll look together at where you are right now, what your system truly needs to move forward, and whether working together feels like the right fit. It’s important to me that we take time to get to know each other and see how I can best support you.
Request a free introductory call

Frequently Asked Questions

Every organization is different. That’s why I don’t follow a fixed plan. The process emerges from what becomes visible and what the system needs. Usually, there are three phases: taking stock, choosing direction and finding solutions, and then implementing them. What matters to me is that change becomes tangible early on – that’s how we quickly see what truly holds your organization together.

It depends on your goals. Sometimes it’s just a few workshops, sometimes a longer collaboration over several months. What counts is not the duration, but that your organization itself comes into movement – sustainably, not hastily.

I don’t bring ready-made solutions. My focus is on helping you as an organization find your own answers – ones that fit your culture, your people, your reality. I hold the space and accompany the process until clarity and alignment emerge.

Depending on the topic, I work either on my own or together with colleagues from my network. For larger projects, I bring in suitable partners – people who are a good fit both professionally and personally for the task at hand.

I work with large corporations as well as start-ups, associations, and non-profit initiatives. What matters is not size or industry, but the willingness to meet honestly, take responsibility, and move things forward together. Where people collaborate and want to make a difference, I support the process.

Then we stay with it. I don’t see conflicts or resistance as disruptions, but as entry points to what really matters.

As a trained mediator, I guide such processes with structure and sensitivity – without smoothing over what needs friction. I hold the space, facilitate, and help clarity and trust re-emerge.

Change shows itself on multiple levels – in attitudes, behaviors, and outcomes. Often, progress becomes tangible before it can be precisely measured: through better communication, clearer decisions, and a stronger sense of shared responsibility.

At the start of each project, we define together what maturity levels and observation points make sense – qualitative as well as quantitative. That way, development stays visible without being forced into narrow metrics.