Management Consulting | Top Management Coaching Munich - Berlin - Stuttgart
Executive coaching and organisational development for SMEs
We are a management consultancy for organisational development and leadership development with headquarters in the Munich area.
We focus on advising medium-sized companies in various sectors with a workforce of between 50 - 10,000 and offer the following services:
Our expertise as experienced coaches, management consultants and organisational & leadership developers helps make SMEs more competitive and ensures their continued success for years — and even generations — to come.
We tackle the heart of the matter and achieve lasting results.
When might organisational consulting be an option for you?
Your starting position
The reasons for organisational consulting are different for every company. Below you will find some examples that show when starting Organisational development makes sense.
- Strategic realignment of your company
- Change of directors, managing directors or shareholders
- No trusting cooperation in the management and / or the various committees
- Upcoming company succession
- Generational change in family businesses
- Growing pains and necessary professionalisation of your organisation
- No agility
- Inadequate management structures and tools
- Friction losses due to conflicts
- Pronounced fear culture
- Lack of trust in the management team
- (Cultural) transformation
- Missing change management expertise
- High resistance to change in the company
- Lack of identification of the employees with the company
- Decreasing employee satisfaction
- High fluctuation of employees
- Poor leadership skills
- No adequate Leadership development
- No structured personnel development
- Need for Leadership Coaching
- Unproductive decision-making culture
- Finding a sparring partner for entrepreneurial or strategic issues
How could the organisational development process begin?
How We Kick Off Our Collaboration
Over the years, the various entry points proven in our cooperation:
The personal individual coaching gives you the opportunity to discuss with us in a first step the strategic issues related to the further development of your organisation as well as the objectives of your personal development. We listen to you carefully, question, give feedback and impulses and develop a strategy, solution approaches and concepts together with you that contribute to achieving the desired results.
Board members, managing directors and entrepreneurs who we accompany through executive coaching are ready to take their organisation to a new level with our support.
DetailsThe 360 degree feedback is an effective tool to get a comprehensive view of selected leadership competencies. In addition to your self-assessment, you ask superiors, colleagues and employees for their feedback. The evaluation shows you where your self-image matches the external assessment and in which areas there are deviations. You will receive feedback on your strengths and areas for development.
In our evaluation meeting, we jointly develop concrete measures that will help you to further develop your leadership behaviour.
DetailsIn order for teams to become aware of their strengths and areas for development, it is worthwhile to look at the team as a whole. For this purpose, we have summarised 18 criteria in a team wheel, which give a very good overview of how the team works trustfully and which elements need to be further developed. This analysis can be combined with a survey of the individual team members or a survey on a desired workplace model.
With the team analysis, you will receive a presentation of the results within 2 weeks, including the team strengths, areas for development and concrete recommendations for action for team development.
DetailsModeration of a strategy workshop
Another way to experience us and build up an initial basis of trust is to commission us to moderate a strategy workshop. At the end of the workshop, you will receive an overview of your fields of action and a roadmap outlining the next steps we recommend. We notice together whether the chemistry is right and whether we can imagine working with a Cooperation to start.
Moderation of decision-making processes
The prudent and goal-oriented moderation of Decision-making processes is a key competence when it comes to working agilely, productively and effectively, as well as "picking up speed" in transformations and moving from conceptualisation and discussion to action.
But this competence is lacking in many companies. Especially in change and transformation processes, entrepreneurs and managers are often in a dilemma: on the one hand, they want to involve as many employees as possible, on the other hand, it is crucial that quick results become visible.
We have this competence and guide you and your team through a decision-making process in a joint workshop to a concrete result. In addition to this result, you get to know us and our way of working, we get to know you and initial trust can develop - the basis for a comprehensive Organisational development.
DetailsEmployees are a company's most valuable asset. Accordingly, all processes that revolve around the recruitment, retention and development of your employees are central. Our HR audit tells you how well your company is positioned in these areas. It consists of seven modules:
- Leadership and management culture
- Recruiting & Onboarding
- Staff retention & development
- Compensation & Benefits
- Mobile work
- Health management
- Personnel administration
Depending on the goal you are pursuing with the audit, you can carry it out in its entirety or select only individual modules.
The personal individual coaching gives you the opportunity to discuss with us in a first step the strategic issues in relation to the Further development of your organisation and the objectives of your personal development to discuss. We listen to you attentively, question, give feedback and impulses and develop a strategy, solution approaches and concepts together with youwhich contribute to the Achieve the desired results.
Board members, managing directors and Entrepreneurswhich we accompany through executive coaching, are ready for it, their organisation with our support to a new level.
DetailsThe 360 degree feedback is an effective tool to get a comprehensive view of selected leadership competencies. Besides your Self-assessment ask superiors, colleagues and employees for their feedback. The evaluation will show you where your self-image is in conflict with the External assessment and in which areas there are deviations. You receive feedback on your strengths and areas for development.
In our Evaluation interview we develop together concrete measuresthat will help you to develop your leadership behaviour.
DetailsIn order for teams to become aware of their strengths and areas for development, it is worthwhile to look at the team as a whole. For this purpose, we have summarised 18 criteria in a team wheel, which give a very good overview of how the team works trustfully and which elements are to be further developed. This analysis can be combined with a survey of individual team members or a survey on a desired workplace model.
With the team analysis you receive from us Within 2 weeks, a presentation of the results including team strengths, areas for development and concrete recommendations for action for team development..
Moderation of a strategy workshop
Another way to experience us and build up an initial basis of trust is to commission us to facilitate a strategy workshop. At the end of the workshop, you will receive an overview of your fields of action and a roadmap that outlines the next steps we recommend. We notice together whether the chemistry is right and whether we can imagine working with a Cooperation to start.
Moderation of decision-making processes
The prudent and Goal-oriented moderation of Decision-making processes is a key competence when it comes to working agilely, productively and effectively as well as "picking up speed" in transformations and to move from conceptualisation and discussion to action.
But this competence is missing in many companies. Particularly in change and transformation processes, there are Entrepreneurs and managers often face a dilemma: on the one hand, they want to involve as many employees as possible; on the other hand, it is crucial that quick results become visible.
We have this competence and guide you and your team through a decision-making process in a joint workshop to a concrete result. In addition to this result, you get to know us and our way of working, we get to know you and initial trust can develop - Basis for a comprehensive Organisational development.
DetailsEmployees are a company's most valuable asset. Accordingly, all processes that revolve around the Attracting, retaining and developing your employees turn. How well your company is positioned in these areas is told by our HR audit. It consists of seven modules:
- Leadership and management culture
- Recruiting & Onboarding
- Staff retention & development
- Compensation & Benefits
- Mobile work
- Health management
- Personnel administration
Depending on the objective you are pursuing with the audit, you can or select only individual modules.
How exactly does organisational development work?
Joint process
The focus of our joint work depends on your initial situation and the objective.
What many organisational developments have in common are four central questions:
How do we manage to strengthen trust in our organisation?
How do we manage to become and remain a real Dream Team?
How can we increase our leadership effectiveness?
How do we increase the self-efficacy of everyone in terms of jointly defined goals?
Building and continuously developing a high performance team is an ongoing process. As experienced managers and executive coaches, we have been facilitating organisational and strategic development processes for more than a decade. Many of us initiated and led them ourselves in their "industrial days".
Therefore, with us you not only gain brilliant minds with broad expertise, but also practitioners who advise you exclusively on solutions that can be implemented.
Organisational development from A-Z
If you wish, we will accompany you from the clarification of the assignment to the "new" organisation. In concrete terms this means:
Personal advice
for managers and leaders
- Executive Coaching
- Leadership Coaching
- Management Coaching
- Consulting and training for successful change communication
- Preparation for management audits
- Labour law advice
- Conflict counselling
- conflict mediation
- Advice on planning a business succession
Advice and support for (management) teams
- Team analysis
- Trust analysis
- Team pulse check
- Teambuilding
- Team development
- conflict mediation
- Competence and potential analyses
- Moderation of retrospectives
- Development of self-organised teams
- Introduction of role-based working
Advice and support for companies
- Vision and strategy development
- Cultural development
- HR audit
- Competence and potential analyses
- Management qualification
- Leadership development
- 360° feedback
- Counselling and accompaniment of Change processes
- Change Management consulting
- Transformation support
What you achieve through our advisory services
in the field of organisational development?
Your results
Our work always contributes to making your company more competitive and improving your quality as an employer.
What you actually have in your hand at the end of our cooperation depends on the objectives. These can be, for example:
- A clear and inspiring vision
- A corporate purpose that everyone stands behind
- A concrete 5-year strategy
- A revised understanding of leadership that is lived in the organisation
- A culture of trust
- A new organisational structure
- Self-organised teams, more commitment and willingness to perform
- Competency profiles for different roles and tasks
- More motivated and qualified employees
- More time for entrepreneurial and leadership tasks
- Acceptance among the workforce for new management or a new board of directors
- More trust in the management or board team and the organisation
- More innovation
Of course, the processes preceding the results are characterised by investment and change. For 15 years, we have been helping our clients to emerge stronger from these processes and to ensure that investments made lead to measurable successes.
New on Whiteboard
Feedback - a leadership instrument
Feedback is one of the key leadership tools. However, many companies find it difficult to live a constructive feedback culture. Too little praise is given and critical feedback is either given in an unconstructive way or kept quiet for fear of conflict.
This article addresses three questions:
What is the benefit of constructive feedback?
What is needed for feedback to be heard and accepted?
How can feedback be provided constructively?
Dealing with Low Performers
In this article, I address the following questions: How do you find out the cause(s) of the drop in performance or underperformance?
How can you structure and conduct an appropriate appraisal interview?
What can you do to achieve an increase in performance?
If you have found the real causes of the low performance and the measures help to eliminate them, you have a very good chance, to turn the low performer into a top performer.
Leadership culture in transition
The BLANC & FISCHER Group from Oberderdingen joined us on the path of this cultural change at the beginning of 2022.
Bernd Kratochwille, Head of Corporate Human Resources, In conversation with Sabine Walter, gives a very good overview of the procedure, the Challenges and critical success factors in this process of change.
The manager as coach
In this article I answer the following questions:
What framework conditions enable goal-oriented and effective coaching?
Where are the limits for the leader?
Which coaching tools can be integrated into leadership work?
What opportunities does this open up?
Teambuilding - The path to trustful cooperation
Too little attention is paid to in our opinion the interpersonal component. But we all know that if there are problems with the cooperation, the substantive issues also make slow progress.
Therefore, in this article you will get concrete approaches on how to improve the culture in your team.
From hierarchical structures to role-based working
Recently interviewed
Entrepreneurial talk with Sabine Walter
Entrepreneurial talk with Paul Helmeth
