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Solutions that work


Organisational development and Management coaching

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Solutions that work


Organisational development and Management coaching

The desert consistently places creatures and plants before enormous challenges. Their exceptional ability to adapt to their ever-changing environment by continuously reorganising themselves nevertheless allows life not only to survive but to grow and flourish.

 

Challenges

Transient

In order to exploit opportunities and remain successful, companies must fulfil their customers’ present and future needs whilst also rising to the challenges posed by the market and other factors at work. As a businessman and executive, you are well aware of the concomitant challenges facing your organisation, e.g.

  • after successfully surviving a crisis mode, now to continue towards customer-oriented, focussed and committed cooperation for optimal customer benefit
     

  • ensuring that growth does not leave behind the organisation, its managers and staff
     

  • enhancing the agility of your organisation in order to transfer benefits to your customers faster and more flexibly


Approaches

  • Where should our focus lie? What is the image we have of ourselves? How do our customers, staff, shareholders and partners see us?
     

  • What concrete results do we need to achieve this, operationally at present and strategically over the longer term?  How do we communicate this to our staff in a convincing and motivating way?
     
  • How do we intend to provide guidance to our staff and partners? What are the values on which our foundation is built and how do we render these visible, experiential and credible? What is the leadership culture we must build on to ensure lasting success?
     

  • How should we organise ourselves to achieve this? How do we manage ourselves and our business? What management processes does this require?
     
  • How can we ensure that our staff at all times has the suitable skills and fitting tasks? How do we offer them perspectives which are consistent with our corporate development?
Transient
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Success factors


Success factors


Corporate management

Managers with entrepreneurial flair are needed for the effectiveness of an organisation to achieve a high and sustained level. They are familiar with markets, customers, the business and other relevant conditions. Because they are in touch with the customer’s needs, they make the right strategic decisions. They will organise their unit for fast yet flexible response to customer demands. Their personal values engender trust and work ethics. This creates a leadership culture which promotes business success and cooperation based on mutual trust. In this way, the management of costs and risks will be supported by all.


Convincing leadership

High and sustainable effectiveness can only be achieved based on the cooperation and contribution of all. Managers do not need to motivate staff, but simply to create the conditions for personal motivation to develop, to the benefit of both customers and company. Staff need orientation and raison d’être for optimal performance. To be successful, they need appropriate skills and competencies. Recognition and appreciation will engender willing and active commitment. Commitments must also be worthwhile, however, not only financially but even more so for the experience of meaning and satisfaction brought about by success. Not to forget the accompanying social upliftment (company, department, team, project). To the company, this means stronger commitment and improved productivity, more reliability and satisfaction as well as fewer unwelcome resignations.


Skills-oriented performance

Deploying the right member of staff at the right time and in the right position – although this may appear obvious, it in fact requires particular leadership skills. Staff aspire to be successful – allow them to apply their skills and competencies. This requires suitable tasks, effective management and a suitable position within the company. This will create options for development and prospects well into the future. The company will benefit by every member of staff whose productivity, longer term satisfaction and commitment may in this way be boosted, however slight the increase. This also directly contributes to your attractiveness as an employer, not to mention the benefit to strategic planning for key function succession.

Do you know your staff, their skills and competencies? What are their aspirations and what motivates them?

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Our contribution


Our contribution


Individual development of leadership skills

Together with you, step 5 will define development processes to ensure true benefits to management. Know-how, skills and their application in practice will be interlinked here. Individual workshops or coaching will focus on specific topics, always developed together with you as the leader and taking into account your specific and relevant challenges. You will in this process also learn about methods and approaches towards developing optimal solutions to your needs in particular. You will thereafter be supported in their implementation, either by us or by your colleagues. Sustainable solutions and leadership competencies are in this way created, further strengthening the management culture and thereby the inherent organisational power of your company. The philosophy of a basis of system-oriented management and systemic leadership ensures that the know-how and skills of all participants are compatible and will remain so. As an organisation, you will therefore create a common sense of leadership and “language”.

Compared to the approach taken by conventional seminars, it is immediately evident that the effectiveness may be significantly improved by this approach based on relevancy, solution-orientation and implementation support, ultimately ensuring that the investment pays for itself much sooner.


Design and moderation of management / OD processes

Situations often occur in which solutions, structures and processes must be implemented fast, or where the complexity clearly exceeds the existing capacity or sometimes even capabilities. We can in these cases offer direct support with planning and implementation of effective management and organisational development. Taking into account objectives, context and organisational structures and especially also the organisational culture and its roots, we will develop individual and customised approaches and offer support in their implementation. In this respect also, we will be guided by the passion to enhance the self-organising dynamism which you, the management, and your organisation aspire to.


Selection of topics

  • Organisational self-awareness, strategy, perception
  • Structuring and controlling transformation
  • Development of leaders and leadership culture
  • Motivate and include staff in corporate development
  • Structuring and developing cooperation and customer relations
  • Strategic staff development, learning organisation