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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:

Executive Coaching

for managing directors, board members, entrepreneurs

Preparation of management audits

Executive coaching
Management Coaching

Team development

Building trust in executive teams

Team analysis

Teambuilding
Management Team

Accompanying the onboarding of new managing directors

Organisational development

Accompanying cultural transformations

Change consulting

Accompanying strategic realignment

Coaching company succession in family businesses

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

We asked our customers,
what they value most about working with us.

These are the top 5 answers:

Trust
Profound expertise
Critical sparring
Constant high quality
Flexibility and productivity

Organisational development in medium-sized companies

managementberatung-coaching.de


Icon handshake

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.

Details

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, 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.

Details

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 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.

Details

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.

Details

Employees 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.

Details

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, 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.

Details

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 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.

Details

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.

Details

Employees 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.


Icon fast tandem

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:

Executive Coaching - netzwerk managementberatung coaching

Personal advice
for managers and leaders

Team development - netzwerk managementberatung | coaching

Advice and support for (management) teams

Organisational development - netzwerk managementberatung | coaching

Advice and support for companies


Icon Competence development - netzwerk managementberatung coaching

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

Weg mit dem Pokerface - netzwerk managementberatung | coaching
Grafik | Greens87 on Shutterstock

Geschäftsführer: Weg mit dem Pokerface

Oft als „Pokerface“ bezeichnet, steht das Verschleiern von Emotionen und Unsicherheiten durch Führungskräfte zunehmen auf dem Prüfstand.

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.
Dirigentenhände - kulturelle Transformation in Unternehmen - netzwerk managementberatung | coaching
Foto | Angelo Giampiccolo on Shutterstock

Cultural transformation: role and tasks of executive management

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.
Strategische Kommunikation in Unternehmen - netzwerk managementberatung | coaching
Grafik | SvetaZi on Shutterstock

The art of strategic communication

Managing directors are not only responsible for developing a convincing corporate strategy, but also for its successful implementation at all levels of the company. It is therefore crucial that the strategy is understood and lived throughout the organization to ensure long-term success.

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.
Chess King stands and all the pieces lie - The overstretched organisation - netzwerk managementberatung | coaching
Photo | Prostock-studio on Shutterstock

The overstretched organisation

Many organisations have been overstretched for a long time. Absenteeism, internal and external resignations are on the rise. The resulting economic damage in 2022 was around 150 billion euros in Germany alone!

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?
Bernd Kratochwille
Photo | Kratochwille

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.
Learning organisation - light silhouettes of many heads in blue and green in space - netzwerk managementberatung coaching
Photo | Lightspring on Shutterstock

The Learning Organisation: Success Factors and Recommendations for Action

For many companies, the speed, with which they develop themselves and their service and product offerings is already today a decisive competitive factor. However, the cultural framework conditions often work against this demand and the entrepreneurial necessity of constant further development.
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

Sabine Walter - Head of netzwerk managementberatung | coaching
Photo | Claus Pescha
Entrepreneurial talk with Sabine Walter
"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.
Paul Helmeth - Kirimanufaktur
Photo | Paul Helmeth
Paul Helmeth in conversation with entrepreneurs
Paul Helmeth, a pilot with Lufthansa for 19 years and a real jack-of-all-trades, made a virtue of necessity this year and founded his own company, KIRIMANUFAKTUR. In an interview with Sabine Walter, he reveals the role played by closed DIY stores and various coincidences.
Peter Haberl
Photo | Haberl
Entrepreneurial talk with Peter Haberl
"Transformations only succeed when managers and entrepreneurs are not afraid of the dent," says Peter Haberl, Managing Director of SSE Software GmbH in Augsburg. In an interview with Sabine Walter, the experienced manager talks about his way of leading and shaping, about what drives him.

Subscribe to our newsletter

(Newsletter language: German)

We send out our newsletter about once a month, providing tips and information on the topics of leadership and organisational development. You can cancel the subscription and unsubscribe at any time. We use the E-Mail address you provide here exclusively for sending the newsletter and do not pass it on to third parties.

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