Our reality is characterised by volatility, uncertainty, complexity, and ambiguity. Incalculable changes have been triggered by digitalisation, technologization, and globalisation, which can already be seen today in the changing market structures, agile planning cycles, and automated product developments. For an organisation to maintain its own value creation on a sustainable basis and to remain relevant to future generations going forward, now is the time to position oneself with a clear meaning and purpose. This requires a new cultural understanding and a new type of cooperation which includes, promotes, and fulfils the individual as a whole.
Whether small or rather big. Local or international. We work with teams and organisations which, due to their size, are seeking new forms of cooperation to function with more flexibility, agility, and innovation; we also work with start-up organisations looking to scale without damaging their corporate culture.
Organisations and leaders often report the following challenges to us:
We have a vision and a mission; the only thing is – this is not really practised by us.
We can no longer afford to think and work in silos.
We would like to stimulate our cooperation with a culture open to feedback and constructive criticism.
We have got the digital change right at a technological and process level. Culturally, on a human level, we are still lagging.
We have to become faster, more agile, more innovation-driven.
Our decision-making process has to be faster and/or we have to make better decisions.
We strive for growth but would still like to preserve our culture.
Our employees are demanding more flexible working hours and would like to work in creative environments.
We want our employees to work in a self-organised manner.
Our managerial staff are not able to inspire and nurture our younger employees. We cannot keep hold of young talent.
We do not understand the high demands and expectations of millennials.
We have to change but we do not know how to approach it.
We have to shape our work processes digitally.
We have merged with a company/have been bought up as a brand but we want to stay true to our culture.
Our fields of activity
Focus ‘purpose setting’
Challenge: The organisation has lost its meaning and purpose somewhat, and is standing still in terms of efficiency and effectiveness. Or is rather unaware of its own purpose.
Benefits: Shift in mindset. More pronounced corporate identity. Defined purpose and self-image in order to find focus and form culture. Shared authority, fast decision-making, and more agile corporate management. Increased intrinsic motivation. Self-organisation.
Focus ‘organisational structure/restructure’
Challenge: People no longer feel involved in strategic development. Talent and potential are not utilised properly.
Benefits: Shift in mindset. Structure adjusted to the requirements of the individual. Increased employee satisfaction. Self-determination and self-organisation.
Focus ‘communication refresh’
Challenge: Communication practised within the company is not transparent, impractical, and/or heartless.
Benefits: Shift in mindset. Open communication. More transparency. Factual discussions. Commitments/obligations. Increased team cohesion. Standards and norms established in physical and virtual communication. Better performance and increased added value in the team.
Focus ‘leadership reset’
Challenge: Leadership culture and responsibilities are unclear. Lack of expectations of management team. Growth demands new leadership skills.
Benefits: Shift in mindset. Defined principles, values, and standards in leadership. Management as a coach and mentor. Personal responsibility. Commitments/obligations. More trust. Motivation and promotion of professional development.
Focus ‘new work methods & processes’
Challenge: Work processes are less digital. Transparency in cooperation is ignored. Collaboration is only a buzzword – it is not actually practised.
Benefits: Shift in mindset. Agile methods and tools. Quick decision-making processes. Flexible work models. Shift in work tasks/positions. Fewer hierarchical levels. More value creation.
Challenge: A collaborative, creative, and meaningful work environment is lacking. Your tasks require a high level of creativity. Intensive work phases with unknown requirements routinely change.
Benefits: Shift in mindset. Thinking outside the box and adopting other perspectives. New office concepts – creative workspaces. Creative methods, tools, and rituals.
How we work
We are shaped by the mentality of successful startups in what we do and how we act: lively, fresh, experimental, and effective.
We work in sprint phases lasting one to two weeks: these include analysing the challenge, finding solutions, and then implementing these solutions with clear recommendations for action. We also provide subsequent support if required.