Organizational Development

Systemische Organisationsentwicklung

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:

Open Target Vision: You’ve identified a clear need for change but haven’t yet found the best solution for your organization. You’re seeking a fitting solution that resonates and is broadly supported.

Fundamental Change: The targeted development has a medium to long-term perspective and will fundamentally change your organization’s collaboration, corporate culture, or value system.

Hard to Plan: Since many participants or areas are affected and the changes reach far “below the waterline”, a predictable “A to Z” plan isn’t feasible. The approach must constantly adapt to each situation.

Professional Support

Change as a Challenge

Veränderung als Wagnis

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.

Value for Your Organization

  • We thoroughly clarify the background and objectives of your change project at the start.
  • I ensure goal and action orientation at every stage.
  • You achieve sustainable change.

Participatory Dialogue

Gegenstromverfahren

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.

Value for Your Organization

  • I guide you professionally through the process and moderate the discourse.
  • You can focus on content and find the best solutions for your organization.
  • The holistic view ensures all relevant stakeholders and perspectives are integrated.
  • Along the way, your organization learns how to successfully manage change.

Using Resistance, Promoting Resonance

Widerstände und Konflikte

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.

Value for Your Organization

  • All participants are guided through the change process.
  • I provide a neutral, impartial framework for internal dialogue.
  • Conflicts are managed and resolved with minimal friction.
  • We identify and address genuine objections to ensure your long-term success.

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.