Management Consulting | Top Management Coaching Munich - Berlin - Stuttgart
Executive coaching and organisational development for medium-sized companies
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 medium-sized companies 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 a few 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 business 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
- Lack of 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, various entry points have proven successful in our collaboration:
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 starting a collaboration.
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 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.
Moderation 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 starting a collaboration.
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.
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 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:
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 strengthened from these processes and that investments made lead to measurable success.
New on Whiteboard
Geschäftsführer: Weg mit dem Pokerface
Der Anspruch, dass Geschäftsführer immer über alle Antworten verfügen müssen, nimmt ab. Stattdessen rückt die Authentizität in den Mittelpunkt.
Was zu einem authentischen Führungsstil gehört und welche Vorteile dieser für Geschäftsführer und Unternehmen gerade auch in unserer VUCA-Welt hat, lesen Sie in diesem Artikel.
Cultural transformation: role and tasks of executive management
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.
The art of strategic communication
But how can managing directors meet this challenge? In this article, we will present key aspects that contribute to successfully conveying a corporate strategy in a comprehensible way across all hierarchical levels.
The overstretched organisation
With our work, we would like to make a contribution to changing this! That is why this article deals with three central questions:
How can you tell if your organisation is overstretched?
What could be the reasons for this?
What are the ways out of the misery and what are the first concrete steps you can take?
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 Learning Organisation: Success Factors and Recommendations for Action
Therefore, this article is about three questions: What are the characteristics of learning organisations? What framework conditions do learning organisations need? What concrete first steps can you take in your company to establish a learning organisation?
Recently interviewed
Entrepreneurial talk with Sabine Walter
Paul Helmeth in conversation with entrepreneurs
