Organizational Development

Together with management and HR/OD-managers, I shape the corporate and leadership culture of your organization for strategic alignment and human viability.

Aspects

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• The change process itself must already embody the desired state. For example, genuine change toward an inclusive leadership culture can only be developed through integration and not by being imposed.
• Every change process must be supported by a hierarchical sponsor.
• The level of awareness and the organization's prior experience with change play a crucial role.
• Meaning and symbolism are important factors in the change process.
• Human impact and needs are crucial guideposts.

Guiding Principles

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In my consulting work, I am guided – after consultation with you – by principles such as:

• Feasibility 
• Time constraints 
• Economic efficiency and costs
• Quality requirements
• Maximum leverage (efficiency)
• Environmental compatibility and
• Value orientation

Approaches

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My work encompasses

• The linear approach: Problem – Goal – Plan
• The cultural approach: Underlying assumptions and patterns
• The systemic approach: Group dynamics, roles, and games
• The social approach: Internal and external responsibilities
• The individual approach: Human needs, values, and motivations
• The sustainable approach: Health and well-being

Management in the 3rd Millennium

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The pace of change in all areas of life, the inherent dynamics of the global system, and the associated challenges in decision-making and personal stability confront every individual and every organization with their own limitations and a state of not knowing. Fear and aggression arise and are usually redirected into patterned behavior. This narrowness blocks the perception and utilization of one's own potential.

We haven´t learned how to deal with this situation. Instead, we have learned linear approaches, such as "more effort brings more success," there must be a "correct perspective," and that — if it doesn't work — there must be something wrong with oneself, which one must not admit. These lessons of the modern world do not help us in today's postmodern world and the world of New Work. 

Today we need an attitude of learning, the inner capacity of key individuals to be truly open in an integral way to not knowing, to obstacles, and to the possibilities they present.

Many people are searching for the meaning of life, seeking purpose beyond the satisfaction of past or superficial goals and desires. It is a deep human need to experience, perceive, and recognize oneself in one's human nature and to put this into practice in everyday life. Organizations provide an important framework for this. In my support for individuals and companies, my guiding principle is the combination of humanity and professionalism in life and work in the 3rd millennium. .

What is Leadership in the New Work Era

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In contrast to management, which I define as the implementation of strategy, a focus on goals, structures and processes, tasks and results, leadership refers to the people-related aspect of corporate management.

The outdated transactional leadership culture emphasized goal and task orientation, the treatment of employees almost like objects, and a focus on the manager. Today, this is contrasted by a paradigm shift that encompasses the interests, consideration, and genuine engagement with employees in the sense of transformational leadership, fostering and leveraging collective intelligence.