Organizational Development

Professionally master the challenge of “change”
Profound changes are a venture for every organization – a deliberate instability to enable sustainable development. Whenever change goes deeper than surface level, it triggers group dynamics that are hard to plan. The key is finding resonant solutions while integrating diverse perspectives and concerns. Through systemic organizational development, I professionally guide you through this internal discourse while ensuring your organization moves forward effectively.
Topics
The starting point is typically a specific need for change in your company or organization. The initiative may arise externally (e.g., market changes, competitive situation, growth opportunities) or internally (e.g., improvement potential, processes needing optimization, new IT systems). Systemic organizational development is particularly powerful in these cases:
Professional Support
Change as a Challenge

Organizational change isn’t an end in itself but a targeted investment in the future. It comes at a cost. When an organization takes such a risk and accepts temporary performance impairment, it’s a true entrepreneurial decision. It’s crucial to approach this “transition pain” purposefully, maintain a clear vision of change, and communicate it effectively.
To remain agile and future-proof, organizations must occasionally allow themselves to enter such instability. However, change is only sustainably successful if you reach stability again afterward. This requires your organization to take action and successfully anchor the changes.
Participatory Dialogue

Companies and organizations are complex systems. People with diverse roles, perspectives, and backgrounds come together. Change succeeds when it emerges through mutual discourse. You need central drivers who set direction, communicate necessity, and create framework conditions. However, few projects can be led purely “top-down” – except perhaps restructuring.
Organization members can identify suitable solutions with detailed knowledge. They have customer proximity and can contribute their perspective. With insight into informal networks and mutual relationships, they know what will truly “work” in your individual organization.
There are no shortcuts here. And it doesn’t take longer in the end. On the contrary: those who find the right solution through dialogue will have less trouble with sustainable implementation. Dynamic systems typically don’t need energy from outside. The energetic “input” doesn’t determine the achieved “output”. The more resonant the solution is and the more it makes your organization “vibrate”, the more effective and long-lasting the change will be.
Using Resistance, Promoting Resonance

When people face change, it triggers an emotional rollercoaster. It takes several phases before initial rejection and defense turn into acceptance and participation. Classic “Change Management” guides relevant participants through this emotional curve.
Systemic organizational development goes further: It views resistance as a valuable resource for integration. The diversity of perspectives, attitudes, and roles makes organizations intelligent, creative, and innovative. Consensus isn’t always possible. Still, it’s important to endure internal tensions, listen to different perspectives, openly address conflicts, and adapt solution options particularly for genuine objections.
Organizational development sees this as an important maturation process. This is what makes sustainable successful change possible in the first place. If open dialogue is missing, conflicts risk being carried out subliminally, negatively impacting collaboration and corporate culture.
Process
In a free preliminary discussion, I’ll discuss your concern and the background, framework, and conditions for your organizational development project with you and representatives from your organization. I’m happy to answer questions and provide a proposal including a specific approach recommendation. Based on this, you can decide whether to start your change process with me as coach and consultant.
Every organization and project has unique conditions. We’ll tailor the exact approach to your individual case. Typically, three broad phases can be distinguished: initial diagnosis and positioning, direction selection and solution finding, and sustainable implementation. It’s important to me to make change tangible and experiential for all participants early on. This quickly shows which values, attitudes, and solutions truly resonate in your organization.

For larger projects, I prefer working in teams and can draw on a multi-faceted network of resourceful coaches and consultants. I’m happy to suggest which colleagues could enrich the project based on their profiles.