Management Consulting | Top Management Coaching Munich - Berlin - Stuttgart

Executive Coaching & Organisational Development in SMEs

for managing directors, board members, entrepreneurs

Management audits

Executive Coaching

Management Coaching

Leadership Development

Leadership Training

360 Degree Feedback

Building trust in executive teams

Teambuilding management

Onboarding of new managing directors

Cultural transformation

Change Management

Strategic realignment

Company succession in family businesses

What our customers appreciate about us

Trust

Profound expertise

Critical sparring

Consistently high quality

Flexibility and productivity

We are a management consultancy for organisational development and leadership development based in the greater Munich area. We mainly advise companies in the SME sector.

Our team is made up of experienced coaches, management consultants, organisational developers, Hr specialists and leadership trainers. Many of us have worked in industry or the service sector ourselves. All are entrepreneurs with head and heart.

For more than 15 years, we have been strengthening the competitiveness of medium-sized companies and ensuring their continued existence - even across generations. We address the causes and achieve results that last.


Your objective

When might organisational consulting be an option for you?

The objective for organisational consulting is different for every company. Below you will find a few examples that show when an accompanied Organisational development makes sense for medium-sized companies.

Strategic & cultural realignment

culture lived differs from the desired corporate culture

company targets are repeatedly missed

unclear strategy

fear culture

lack of appreciation

destructive error culture

no innovation

Better cooperation between the boards

lack of trust in the leadership team

no trusting cooperation in the management or the committees

changes in board members, managing directors or supervisory board members

conflicts within or between the boards

generational change in family businesses

more agility

too many hierarchies; inefficient structures

little cooperation

lack of responsibility

high resistance to change

overburdened organisation

unproductive decision-making

lack of leadership

greater employer attractiveness

high fluctuation and above-average sickness rate

low employee satisfaction

mobbing and discrimination

lnsufficient personnel development

lack of talent management

outmoded leadership culture


Our Kick-Off

How could the organisational development process begin?

Over the years, various starting points for cooperation have proven their worth. They all give you the opportunity to get to know us and our way of working without having to commit to a large budget and a long contract period right away.

Executive Coaching

360° feedback

team analysis

Workshop Facilitation

Executive Coaching

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 help to achieve the desired results.

Board members, managing directors and entrepreneurs whom we accompany through executive coaching appreciate us as trustworthy sparring partners.

Executive Coaching

360° feedback

The 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, peers and direct reports for their feedback. The evaluation shows you where your self-image matches the external assessment and in which areas there are deviations. You 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.

360° feedback

team analysis

In 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 developed further. This analysis can be combined with an (anonymous) survey of the individual team members.

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.

Team development

Workshop Facilitation

Facilitation 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 outlining the next steps we recommend. We notice together whether the chemistry is right and whether we can imagine starting a collaboration to start.

Facilitation of decision-making processes

The prudent and goal-oriented facilitation of decision-making processes is a key competence when it comes to working agilely, productively and effectively, "picking up speed" in transformations and moving from 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 therefore offer to guide you and your team through an upcoming decision-making process 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.

Things to know about organisational development

Joint process

How exactly does organisational development work?

The focus and exact sequence of our joint work depends on your initial situation and the objective. What many organisational developments have in common are five central questions:

Key questions from our clients

  • How do we achieve our entrepreneurial goals even in a volatile environment?
  • How do we manage to anchor a culture of trust in the company?
  • How do we become a leadership team that pulls together?
  • How do we become more agile?
  • How do we attract and retain excellent specialists and managers?

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 have 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 that we advise and accompany:

Managers + Executives

  • Executive Coaching
  • Leadership Coaching
  • Management Coaching
  • Consulting and training for successful change communication
  • >> Book Coaching
  • Preparation for management audits
  • Labour law advice
  • Conflict counselling
  • Conflict mediation
  • Advice on planning a business succession

Teams

Companies

This is what our customers achieve with us

  • Clarity
  • Trust
  • Employee satisfaction
  • Increase in competence
  • Efficiency
  • Passing the baton among the shareholders

Your results

Organisational development in SMEs

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 defined corporate culture
  • An inspiring vision and a comprehensible strategy
  • A revised understanding of leadership that is lived in the organisation
  • new leadership tools such as 360° feedback
  • A culture of trust
  • an honest and constructive feedback and communication culture
  • less fear of change
  • More innovation
  • Competency profiles for different roles and tasks
  • A new organisational structure
  • lean and more efficient processes
  • Self-responsible teams, more commitment and willingness to perform
  • More cooperation between the different teams
  • More motivated and qualified employees
  • Talent Management Programme
  • Acceptance among the workforce for new management or a new board of directors
  • More trust in the management or board team and the organisation
  • A successful generation change in the circle of shareholders

Of course, the processes preceding the results are characterised by investment and change. For more than 15 years, we have been helping our clients to emerge strengthened from these processes and that investments have a measurable return.

Use an experienced sparring partner:
Executive Coaching

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Recent years have shown that companies - regardless of size - are much more challenged to change in shorter cycles and sometimes more profoundly.

In order to remain competitive in a volatile environment, many companies are questioning their culture and initiating cultural changes. Success depends on various factors, including to a large extent on the executive managers. They have a key role in this change process. Read this article to find out what tasks are associated with this role.

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Leadership culture in transition

How can the change towards a modern leadership culture succeed?

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.

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Change needs trust

"Change should become the most natural thing in the world in our company." Many managers are often not aware of what this means. Because the willingness and ability to change only becomes a natural part of a corporate culture when there is trust at all levels.

In this article, we share our experiences and give managers very specific tips on which levels of trust are most important if this cultural change is to succeed.

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Decision-making culture - catalyst or brake in transformation processes

In the context of transformation processes, many fundamental decisions have to be made. How quickly organisations manage to make these decisions in line with the desired goals also determines the success of the transformations. However, managers are often caught in the dilemma of wanting to involve as many members of their organisation as possible in the decision-making processes on the one hand, but having to deliver results quickly on the other. In this article, we give recommendations for action that help to resolve the dilemma and find a productive decision-making culture.

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Time goes by: How to turn time-wasters into productive meetings.

Executives spend between 60-90% of their working time in meetings. They lose more than one working day per week to unproductive meetings, according to a study by the market research company Harris. This is often because meetings are often inadequately prepared, not really led and the simplest ground rules are not followed. The following tips will help you to increase the productivity of your meetings so that you can make good use of your working time and that of your colleagues.


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"Why not interview the woman who initiated this format?" thought Tomislav Bodrozic, Managing Director of Fabula Games GmbH, during his entrepreneurial talk. He thus gave Sabine Walter the chance for a change of perspective.

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Paul Helmeth in conversation with entrepreneurs

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Entrepreneurial talk with Peter Haberl

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