Services

Organizational development

for organizations that want to remain or become fit for the future.

Organizational development

Mastering challenges in a dynamic world

In a world characterized by complexity, uncertainty and rapid change, organizations are facing new challenges. In order for companies to remain effective and competitive, structures, processes and mindsets need to be adapted. This is where organizational development comes in - an approach that helps organizations to act flexibly, innovatively and resiliently.

Traditional hierarchical models often reach their limits in today's working world. Companies need structures that enable agility and adaptability without sacrificing efficiency. Tailor-made development processes can make the difference between stagnation and progress.

Organizational development and change management in Zurich

Topics

What current issues are you dealing with in your organization?

There are trends and corresponding areas of development in almost every organization, depending on where the focus lies. The following overview is highly simplified and there are of course mixed forms.

Tendencies in hierarchical organizations

These organizations are characterized by clear processes, rules and hierarchies, but this often leads to rigid thinking and a lack of adaptability. Decisions can be delayed by bureaucracy and lengthy approval processes, which inhibits innovation. Organizational development helps to introduce flexible structures that enable faster action without jeopardizing the stability and clarity of the organization. This keeps the organization efficient while allowing it to adapt to changing requirements.

Trends in results-oriented organizations

The focus here is on performance and efficiency, which often leads to employee overload and burnout risks, as the pressure to achieve targets takes priority. A lack of delegation and a lack of resource management exacerbate the problem. Organizational development helps to allocate resources in a targeted manner, create clear responsibilities and improve processes to avoid overload while promoting innovation and productivity.

Trends in employee-oriented organizations

These organizations rely heavily on collaboration and appreciation, but tend to get lost in endless discussions, which delays decisions and jeopardizes the achievement of goals. At the same time, the focus on well-being can sometimes compromise effectiveness. Organizational development helps to create structures for efficient decision-making processes and to promote the balance between well-being and productivity while keeping clear goals in mind.

Signals for organizational development

Warning signals

Symptoms as a starting point

Various symptoms can indicate the need for organizational development, for example:

  • High potential for conflict: Conflicts between departments hinder cooperation.
  • Slow decision-making processes: Decisions are delayed or unnecessarily complicated.
  • Low innovative strength: There is a lack of creative solutions for new challenges.
  • Overworked employees: Stress and signs of burnout are on the rise.
  • Lack of agility: The organization does not react flexibly to changes.
  • High fluctuation: Increased employee departures indicate dissatisfaction.

Implementation

Working methods in organizational development

Process-oriented

I support organizations in developing their own solutions instead of providing ready-made answers. The focus is on shaping the path together by accompanying the development process and encouraging self-reflection and problem-solving.

Systemic-integral

In organizational development, we consider both individual elements (attitudes and behaviour) and the overall system of the organization (processes and systems) in order to develop holistic and sustainable solutions that work at all levels.

Iterative

Changes are implemented step by step and evaluated at regular intervals. This approach makes it possible to incorporate findings from each step directly into the subsequent process and thus continuously optimize it.

Procedure

How do we initiate organizational development?

1. Video call

In a free preliminary meeting, we discuss the topic, the global goal and our ideas for a possible collaboration.

2. Contracting session

We discuss the initial situation together, define the goal for organizational development and discuss the details of our collaboration.

3. rough concept

Based on the information from the order clarification, I draw up an initial rough concept, which we then discuss together.

4. implementation

We go into implementation and adapt the consulting process to the constantly changing needs of the organization.

Would you like to find out more? I look forward to answering your questions in a non-binding discussion.